August 17, 2017 – Philadelphia, PA – HRO Today has announced its 2017 Baker’s Dozen Customer Satisfaction Survey rankings for recognition. The rankings were revealed on August 17, 2017, via video announcement on YouTube and live posts on Twitter.

To determine the rankings, HRO Today collects feedback through an online survey that is distributed both directly to buyers through HRO Today’s mailing lists and indirectly by sending service providers the link to send to their clients. Responses are scored for each provider that has a statistically significant sample, and 10 survey responses are required from seven client companies in order to qualify for the top 13 companies.

Results are analyzed across three subcategories: breadth of service, deal size, and service quality. Using an algorithm that weighs questions and categories based on importance, scores are calculated in all three subcategories and for the overall score.

“This is by far the most prestigious survey of its kind for employee recognition services and the most respected in the HR industry,” said Elliot Clark, CEO of SharedXpertise and HRO Today. “Employee recognition leads to better employee retention and engagement, and companies seeking recognition and motivation service partners consider the information provided in the HRO Today magazine Recognition Baker’s Dozen Customer Satisfaction Survey to provide extremely valuable insight to a successful RFP process. Congratulations to all of the providers ranked this year.”

To watch the complete Baker’s Dozen Rankings for Recognition, click here, and for more information about HRO Today, click here.

About HRO Today and HRO Today Global HRO Today and HRO Today Global are the properties of SharedXpertise Media and offer the broadest and deepest reach available anywhere into the HR industry. Our magazines, web portals, research, e-newsletters, events and social networks reach over 180,000 senior-level HR decision-makers with rich, objective, game-changing content. Our No. 1 strength is our reach. HR leaders rely heavily on the HRO Today’s Baker’s Dozen rankings across six different categories when selecting an HR service provider.

Media Contact: Bill MacRae bill.macrae@sharedxpertise.com

# # #

]]>http://www.hrvendornews.com/?feed=rss2&p=71810Business News Daily Ranks InfoMart Among Best Background Check Serviceshttp://www.hrvendornews.com/?p=7180
http://www.hrvendornews.com/?p=7180#commentsThu, 17 Aug 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7180Atlanta – August 17, 2017 - InfoMart, a global background and identity screening provider with nearly 30 years of experience in the industry, was again chosen by Business News Daily as a “best pick” for background check services. The criteria to earn this designation spans several categories, from their cost to their service offerings and the quality of their customer service to the simplicity of their user experience. InfoMart excels in each of these categories; the company has over a dozen products slated to launch next year, while consistently maintaining industry-leading customer service and developing technology that streamlines and enhances the applicant experience.

“InfoMart’s key differentiator is the attention we put into the development of technology and processes that make global compliance and applicant convenience their focal point,” commented the Founder and Chief Visionary Officer of InfoMart, Tammy Cohen. “It’s thrilling to be recognized for both our expertise and the advancements we’ve made in this industry; though we experienced incredible growth recently, including further expansion into the global market and several innovative identity services, our commitment to redefining the industry has prompted extensive plans for the near future that will rival even this past year. We’re looking forward to announcing those soon.”

InfoMart adds this second consecutive win as a top pick from Business News Daily to several other recent awards, including twelve consecutive years on Workforce’s Hot List of Professional Background Checking Providers, HR Tech Outlook’s Top 10 Recruitment Software Solution Providers of 2017, and eight consecutive years on Security Magazine’s Security 500 list. Each of these awards commends InfoMart for the advancements they have been instrumental in pioneering in the background screening industry over the last 27 years, during which time they became accredited by the National Association of Professional Background Screening Providers (NAPBS), a designation earned by less than 10% of the industry.

About InfoMart InfoMart has been revolutionizing the global background and identity screening industry for over 27 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the National Association of Professional Background Screeners, and they have achieved NAPBS accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 40 industry awards. To Get the Whole Story on InfoMart, please visit www.infomart-usa.com, follow @InfoMartUSA, or call (770) 984-2727.

]]>http://www.hrvendornews.com/?feed=rss2&p=71800ClearCompany Rises 200 Places in its Second Year on Inc. 5000 List of Fastest-Growing Private Companies in the United Stateshttp://www.hrvendornews.com/?p=7182
http://www.hrvendornews.com/?p=7182#commentsThu, 17 Aug 2017 13:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7182BOSTON, MA (August 16, 2017) – ClearCompany, the leading talent management solution that helps companies identify, hire and engage more A Players, has been ranked 1338 on the Inc. 5000, making them the fastest growing talent management software on the market. ClearCompany’s 304% growth over the past 3 years earned them a place on this exclusive ranking of the fastest growing private companies for the second year in a row, seeing an increase in ranking from last year’s spot at 1543.

This recognition comes at a time of tremendous growth for ClearCompany in revenue, application development and staff.

ClearCompany’s software suite helps their over 2,000 clients consistently improve their talent lifecycle by implementing and automating a best practices-driven approach to talent management. With solutions for applicant tracking, new employee onboarding, performance management and goal tracking, their patent pending system is the only one on the market that enables companies to find, hire and retain more top talent.

“Hiring and retaining the best people has become today’s most important priority for leading companies,” said Andre Lavoie, CEO of ClearCompany. “Our own success is fully attributed to our amazing employees and their relentless pursuit of our company mission.”

ClearCompany continues to lead the market in innovative talent management and talent acquisition software with the most cutting-edge and integrated solution for organizations with 50 to 5000 employees. The company has also received significant industry recognition; they recently announced an industry-leading partnership and integration with ADP and were named the easiest to use HR Management Suite on the market.

About ClearCompany

For more than a decade, ClearCompany has helped companies identify, hire and retain tens of thousands of A Players from among hundreds of millions of applicants. We designed and built an organic, unified platform to deliver better hiring experiences, seamless onboarding, company-wide goal alignment and performance management, all driven by best practices. ClearCompany is a privately owned company in operation since 2004 with three offices in Boston, MA, San Francisco, CA, and Fort Collins, CO.

Mutrie leads ACI’s award-winning marketing and IT teams in delivering next-generation engagement and benefits technology to clients worldwide. Mutrie will join a panel of business leaders to discuss change, technology trends and the “7 Major Disruptions About to Shape the Future of Benefits” on Monday, September 18, 2017 at 3:45 PM.

Work-life industry pioneer Leibow will lead a session in partnership with ACI’s Leverage Concierge client of seven years, Ken McCollum, Vice President of Human Resources for NorthBay Healthcare. Leibow and McCollum will discuss how engaging employee benefits have improved employees’ lives, strengthened retention and job satisfaction and created a great place to work company culture at NorthBay Healthcare. “Case Study: How Unique Benefits Help Create Best Places to Work” will take place on Tuesday, September 19, 2017 at 4:15 PM.

Benefits Forum and Expo 2017 is a three-day event offering insights into the best benefit strategies and tools available for employers to control health-care related costs and help employees achieve financial and overall wellness. For more details about the event and to see the full agenda, visit Employee Benefit News.

About ACI Specialty Benefits ACI Specialty Benefits offers best-in-class benefit solutions to engage the new workforce and drive business performance. A top-ranked global benefits provider of Employee Assistance Programs, Work-Life Benefits, Corporate Concierge and Student Assistance Programs, ACI consistently helps customers achieve Healthiest Workplace awards, Best Place to Work rankings, and improve engagement, retention, productivity and the bottom line. Founded in 1983 and headquartered in San Diego, ACI has grown to international prominence with a 95% customer retention rate and 12 million lives covered. For more information about innovative employee benefit solutions, visit http://www.acispecialtybenefits.com.

]]>http://www.hrvendornews.com/?feed=rss2&p=71830Easy Guide Makes Checking Candidate References a Breeze!http://www.hrvendornews.com/?p=7177
http://www.hrvendornews.com/?p=7177#commentsWed, 16 Aug 2017 17:17:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7177Checking candidate references can be a nightmare for bosses and HR folks. In fact, if it isn’t difficult to get a hold of someone or completely taboo to ask previous employers for a reference for fear of litigation, it is often a time-consuming process that many shy away from altogether.

In order to help our clients and partners ease through this process, The Hire Talent created a “Candidate Reference Check” blueprint to help employers navigate this tedious process easily, quickly, and with little effort.

I am wondering if you’d be interested in featuring our guide in a story about or related to pre-employment onboarding best practices and how an easy-to-use guide can help reduce the stress and time associated with this process, thereby helping to improve overall hiring decisions.

I’m happy to provide you our guide if you’re interested in checking it out!

]]>http://www.hrvendornews.com/?feed=rss2&p=71770PXT Select(TM) Announces New Partnership Opportunities for their Newest Selection Assessmenthttp://www.hrvendornews.com/?p=7174
http://www.hrvendornews.com/?p=7174#commentsWed, 16 Aug 2017 13:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7174PXT Select(TM), the market’s newest assessment from one of the world’s most proven providers of selection tools, expands their partner network to HR coaches and consultants searching for research-driven solutions to help their clients use powerful assessment data in their candidate selection process.

“Our ideal Partners are truly passionate about making an impact with their clients and helping them succeed,” said Susie Kukkonen, Vice President, Partner Channels at Wiley. “Research shows that only five percent of talent leaders are confident in their hiring practices, and our PXT Select Partners are dedicated to helping organizations break away from the norm and gain confidence in their selection process through PXT Select’s powerful solutions.”

PXT Select goes to market exclusively through an Authorized Partner network of independent coaches and consultants. The elite network of partners are trusted advisors in talent management and selection. As members of this network, they have exclusive and direct wholesale access to high-value assessment solutions, marketing tools, and educational opportunities.

About PXT Select(TM) PXT Select makes the very human decisions about hiring simpler and smarter. Combining over 20 years of research with powerful assessment technology, PXT Select and its intuitive suite of reports helps fill the gap between the résumé and the interview. This powerful selection assessment provides organizations with actionable data about candidates and employees in a simple to understand format that helps them interview better and hire smarter. Learn more at www.PXTSelect.com

###

]]>http://www.hrvendornews.com/?feed=rss2&p=71740Birkman and Goodwill Houston Work Together to Help Veterans Find Jobshttp://www.hrvendornews.com/?p=7176
http://www.hrvendornews.com/?p=7176#commentsWed, 16 Aug 2017 12:10:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7176Houston, TX, August 8, 2017 – Goodwill Houston has launched a pilot program that offers qualified veterans the opportunity to take the widely respected Birkman assessment as part of their job placement process. Sharon Birkman, President and CEO of Birkman and Board Member of Goodwill Houston, helped facilitate the program’s launch by donating assessments for veterans and certification training for Goodwill employees leading the program. Steve Lufburrow, President/CEO of Goodwill Houston, says, “We appreciate this generous gift. We know it will help our teams match veterans with the best possible opportunities for successful employment.”

The Birkman Method is a multi-dimensional, scientifically validated personality assessment that is used by people and organizations alike to improve communication and foster stronger relationships. Developed over 65 years ago by Sharon’s father, Dr. Roger Birkman, the assessment develops emotional intelligence by providing insight into the motivations, perceptions, and behaviors that make everyone different. It also provides robust occupational data that helps others understand how their unique behavior can translate to job satisfaction across different industries. The occupational element of the assessment has proven to be a great match for Goodwill’s commitment to “Changing Lives Through the Power of Work.”

Birkman and Goodwill Houston developed this program to help veterans identify their unique strengths and better understand their career interests. Upon completion of the assessment, they are paired with a Goodwill employee who has completed Birkman Signature Certification for one-on-one coaching and mentoring. Elexa Orrange-Allen, Goodwill Houston Board Member and veteran, says, “No matter where an individual comes from or what his or her challenges have been, Goodwill gives hope by helping individuals with barriers to employment obtain jobs and create careers. Goodwill helps people support their families, gets homeless people off the streets, and gives people a second chance–including veterans struggling to reconnect when they return home.”

Sharon has been on the board of Goodwill Houston for the past four years and is excited to contribute to the program. She says, “I’ve always admired Goodwill for their strong core values and commitment to the community. Their focus on changing lives through the power of work really ties into our purpose at Birkman. I’m thrilled for this partnership to help empower our veterans to better understand themselves and find meaningful work. And it goes without saying that we should do anything we can for our veterans, and this is one way we can say thank you for their sacrifice.”

About Birkman Birkman is a behavioral and occupational assessment company dedicated to helping people and organizations improve communication and performance. The Birkman Method provides insights into a person’s Interests, Usual Behaviors, Needs, and Stress Behaviors in memorable report formats that are both empowering and constructive. Birkman is a favorite choice of organizational development and HR professionals, life coaches, career counselors, educators, and consultants. The Birkman Method has decades of proven scientific validity and continues to stay at the forefront of the personality assessment field.

About Goodwill HoustonGoodwill Houston improves the lives of individuals, families and communities by providing education, training, and employment opportunities to all, while specializing in assisting people with disabilities, at-risk youth, older workers, and veterans. Goodwill Houston is a 501(c)(3) non-profit that proudly serves the citizens of eight Texas counties–Austin, Brazoria, Ft. Bend, Galveston, Harris, Montgomery, Walker and Washington.

]]>http://www.hrvendornews.com/?feed=rss2&p=71760Despite Its Rising Importance, HR Research Indicates Career Planning Remains Ad Hochttp://www.hrvendornews.com/?p=7178
http://www.hrvendornews.com/?p=7178#commentsTue, 15 Aug 2017 09:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7178Although career planning has become more important over the last three years, it is the rare organization that takes a serious and systematic approach to it, according to new research conducted by HR.com in partnership with Harrison Assessments, a talent management solutions provider.

However, it also found that few organizations approach employee career planning systematically. In fact, just 11% of participants say that in their organization employee career planning is a “serious initiative with published career ladders and widely available resources.” In most organizations, career planning is something that happens in pockets for those who request it (38%) or as a process that’s handled as a general subject (28%) in training courses on setting goals, preparing for interviews, etc.

“Most HR professionals say career planning has a high impact on employee retention and engagement, so it’s odd that it’s not handled in a more systematic way,” said Debbie McGrath, Chief Instigator and CEO of HR.com. “It’s especially important if companies want to develop and retain leaders. We found that most organizations say they either have a leader talent gap today or will experience one within two years. Career planning is one of the tools needed to address such shortages.”

The study also found that assessments are routinely used for career planning in 22% of firms and sometimes used in another 45%.

About Harrison Assessments Harrison Assessments was founded to help companies optimize their human capital by leveraging their deep understanding of human resources and psychology. The company focuses on providing the most trusted and accurate science-based employee assessment tools in the industry. The tools help managers throughout the entire HR process, helping companies become more productive and efficient, leading to increased profitability.www.harrisonassessments.com

About HR.com HR.com is helping create inspired workforces by making HR professionals smarter. As the largest global social networking and resource site for over 290,000 members, HR.com helps HR professionals reach their goals, be innovative, and embrace and drive change by providing the best possible content and tools and resources including: a global Leadership annual event, featured research programs, Leadership Excellence Awards, HR certification/recertification credits and programs, certification exam preparation courses with guaranteed pass, 12 monthly interactive HR themed epublications, HR Genius learning modules, hundreds of monthly webcasts and virtual events each year, community networks, blogs, and industry news. www.HR.com

]]>http://www.hrvendornews.com/?feed=rss2&p=71780Digi-Me’s Video Job Ads are Showing a Residual Impact by Drawing in More Applications Across Career Sites with Video Job Ads Hosted on its Proprietary Technology Platformhttp://www.hrvendornews.com/?p=7175
http://www.hrvendornews.com/?p=7175#commentsTue, 15 Aug 2017 09:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7175Naperville, IL – August 15, 2017 – Digi-Me, a digital technology company that is revolutionizing the way employers of all sizes and across all industries are recruiting today’s top talent with 60-second compelling and engaging video job ads, has announced that their video job postings are now showing an exciting residual impact across their clients’ career sites.

Digi-Me’s digital video job ads recently attracted an additional 10,000 unique applications for a large global financial services company, beyond what they would have received without using Digi-Me’s technology! The results were measured over a 7-month timeframe. This was an 8% increase in the number of qualified applicants over that time-period. The timing was perfect as the client is expanding based on our traditional metrics showing results by source, meaning what sites (including social) are driving the highest conversion to hire. They are now able to strategically expand with video for the specific jobs in their metrics. Their tracking metrics have proven 60 new hires as a result of watching Digi-Me’s video job ads.

Digi-Me’s digital video job ads are easy to share on social media and easy to view on mobile devices. Adding a video to a landing page, like a job posting, boosts SEO rankings because the embedded Digi-Me video is an “engagement” tool. It draws candidates in and invites them to “click,” which helps boost SEO. Video is also statistically proven to keep viewers on your website for a longer duration.

Digi-Me digital recruitment videos are tracked in real-time and provide data and metrics around views and applies by source, telling recruitment and talent acquisition professionals how and where to devote their efforts while recruiting. Additionally, Digi-Me recruitment videos integrate with applicant tracking systems or ATS’s.

To learn more about Digi-Me’s recent case study or how digital recruitment videos create a residual impact across career sites, visit www.digi-me.com.

About Digi-Me With our short, customized recruitment videos spotlighting career opportunities and corporate culture, Digi-Me delivers information to job seekers in a way that is more engaging and more accessible across all media platforms and devices. Our professional-quality video solutions include the latest cloud-based tracking technology for up-to-the-minute reporting on candidate behavior, as well as automatic integration into your ATS. Harness the power of video to boost SEO, improve candidate self-selection, and stand out from the competition with Digi-Me video solutions. Visit www.digi-me.com.

The innovative product offers a low-cost solution for GPS tracking and is easily accessible with a web client based on the standard client web server architecture.

The Visec GPS Server was designed to be readily integrated into an internet of things (IOT) framework and 3rd party applications that require GPS tracking such as vehicle fleets, video surveillance, government agencies, retail asset protection and law enforcement activities.

To obtain GPS data, a web client simply sends a basic web command to the Visec GPS Server which results in a response containing the latest GPS data, such as latitude, longitude, date, time, speed, altitude, and height. An easy to use interface allows for additional customization.

“We originally developed the Visec GPS Server to be used exclusively for our Visec License Plate Recognition (LPR) Cloud Network in South Africa,” says Gary Scagell, CEO of Visec. “However, during beta testing we received multiple requests from 3rd party integrators for adoption and based on this demand, we have now made the technology available to the public.”

The Visec GPS Server was engineered to be easy to use, support seamless 3rd party integrations, provide extreme positioning accuracy, utilize low power consumption, display LED status indicators, have extreme portability for mobile application and be durable by being incased in a shock resistant metal chassis.

“The Visec GPS Server provides another example of the innovation at Visec,” says Jason K. Bordbar, MBA, Senior VP of Sales and Marketing, Visec USA Division. “Not only was this product manufactured in house, the research and development was based on a collaborative effort of all stakeholders to ensure proper technological alignment and ultimately maximize ROI.”

The Visec GPS Server is available for immediate purchase at www.visec.com MSRP is R6,750 (ZAR- South African Rand) approximately $499 (USD- United States Dollars).

Media contact: pr@visec.com

About Visec(R) Visec(R) is a leading developer of IP video surveillance software, access control technology, license plate recognition systems, quick response code enabled video analytic processing, GPS Server hardware and cloud based surveillance solutions. Visec employs a team of cutting edge software developers with a specialty in developing advanced mathematical algorithms for IP video application. It prides itself in producing complex solutions designed with the utmost software engineering standards known today. Visec abides by a doctrine that embraces Corporate Social Responsible Methodologies as part of its overall growth strategies. Visec has its principal offices in South Africa and the United States, with representation and clientele in all major countries around the world. For more information about Visec, please visit our website at www.visec.com

About the Visec LPR Cloud South Africa Visec created the first LPR CLOUD South Africa (LPRCLOUDSA) that currently has hundreds of millions of recurring instances of license plates within South Africa. Current approved users of this LRP CLOUD include numerous South African Police Service (SAPS) members, Directorate for Priority Crime Investigation (Hawks), National Prosecuting Authority (NPA), South African National Parks (SAN Parks), City Councils, Metro Police, Law Enforcement, Approved Neighborhood Watch Operations Managers, Border Control, Cash-in-Transit and Car Rental Risk Investigators. The LPRCLOUDSA was created, funded and its critical use donated to SAP’s Custodians by Visec. Visec made this powerful technology for the well-being and safety of all South Africans. To accomplish this task, Visec invested years of work, millions of Rands, and countless consultation from security professionals, and police officers. The result is a state of the art (and only) African LPR cloud. Visec continues to maintain the LPR Cloud with an expert technical team and sophisticated technology infrastructure.

]]>http://www.hrvendornews.com/?feed=rss2&p=71730APS Named Top 2017 Applicant Tracking System by PCMaghttp://www.hrvendornews.com/?p=7172
http://www.hrvendornews.com/?p=7172#commentsSun, 13 Aug 2017 19:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7172APS Named Top 2017 Applicant Tracking System by PCMag

]]>http://www.hrvendornews.com/?feed=rss2&p=71720InfoMart Named on Workforce’s Hot List for 12th Consecutive Yearhttp://www.hrvendornews.com/?p=7171
http://www.hrvendornews.com/?p=7171#commentsThu, 10 Aug 2017 09:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7171Atlanta – August 10, 2017 – InfoMart, a leading provider of global background checks and identity screening solutions, has been named on Workforce Magazine’s annual “Hot List of Professional Background Checking Providers.” The nationwide magazine, which is a publication of Human Capital Media (HCM), has chosen InfoMart for twelve consecutive years, citing the convenience of their platform and the evolution of InfoMart’s technology as primary differentiators.

In the last year, InfoMart has redesigned their proprietary web-based submission and tracking system, WebASAP, and launched two first-to-market solutions, ASAP ID and Verified Watch List. Both of these systems alleviate the industry-wide challenge of properly identifying applicants before reporting criminal history matches to potential employers. As regulations increase, InfoMart leads the industry in altering processes and developing technology that keeps ahead of litigation to protect both the applicants and their clients. ASAP ID and Verified Watch List, as well as the revamp of WebASAP, simplify the background screening process and forefront the importance of compliance and applicant convenience.

“The background screening industry, which we’ve been instrumental in for nearly thirty years, is–necessarily–a highly regulated field, and it’s only becoming more complex as contingent hiring and the global workforce expands,” explains Tammy Cohen, InfoMart’s Founder and Chief Visionary Officer. “The importance of experience in this field cannot be understated. Because of that, we’re thankful for publications like Workforce’s ‘Hot List’ for validating the companies that have the expertise necessary to compliantly provide this vital service to employers; we’re thrilled that what keeps InfoMart a top provider is our experience bolstered by a continued objective to drive the industry forward.”

In addition to this recognition from Workforce, InfoMart was recently named by HR Tech Outlook as one of the Top 10 Recruitment Software Solution Providers of 2017, and Business News Daily honored InfoMart for Best Background Check Services of 2017. Earlier this year, they earned the AJC’s Top WorkPlaces Award as well as their fifth consecutive year as one of Atlanta’s Best and Brightest Companies to Work For.

About InfoMart InfoMart has been revolutionizing the global background and identity screening industry for over 27 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the National Association of Professional Background Screeners, and they have achieved NAPBS accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 40 industry awards. To Get the Whole Story on InfoMart, please visit www.infomart-usa.com, follow @InfoMartUSA, or call (770) 984-2727.

]]>http://www.hrvendornews.com/?feed=rss2&p=717108 Things to Look For in a Learning Management Systemhttp://www.hrvendornews.com/?p=7170
http://www.hrvendornews.com/?p=7170#commentsWed, 09 Aug 2017 08:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=71708 Things to Look For in a Learning Management System

]]>http://www.hrvendornews.com/?feed=rss2&p=71700Diversity issues with Silicon Valley Companies Sparks Partnership Between the Northern California Human Resources Association and HireMojohttp://www.hrvendornews.com/?p=7167
http://www.hrvendornews.com/?p=7167#commentsTue, 08 Aug 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7167San Francisco, CA, August 8, 2017 – HireMojo, Inc., the Hiring Automation Platform(TM), today announced its partnership with the Northern California Human Resources Association (NCHRA) to increase the diversity of applicants and hires for the area’s companies. In the Thomson Reuters Diversity and Inclusion (D&I) Index, an analysis of the practices of over 5,000 companies, some of the largest companies in the Silicon Valley area did not make the cut to be included in the top 100.

Gender diverse companies are 15% more likely to outperform those that are not as gender diverse, and ethnically diverse companies are 35% more likely to outperform those that are not as ethnically diverse according to McKinsey research. That said, many companies in San Francisco and Silicon Valley struggle to increase the diversity of their workforce. For example, Google’s own site (https://www.google.com/diversity/) reports that their workforce today is 2% black, 4% Latino and 31% women.

“96% percent of our members who responded to our pulse survey this year indicated that cultivating diversity in the workplace is essential for driving innovation. There is clear data demonstrating an advantage for our members and their companies to increase their gender and ethnic diversity” emphasized Greg Morton, CEO of NCHRA. “Because of this, we selected HireMojo as a partner. Their proven and quantifiable methods to increase diversity across all rolls and levels provides meaningful value to our members. For example, many HR professionals are simply unaware that one of the top sources of more white, male workers is the social network upon which they rely most heavily. Conversely, HireMojo knows and can promote jobs to sites that reach twice as many African American and Latino candidates.”

“Our commitment to the success of companies in the San Francisco and Silicon Valley areas led us to the partnership with NCHRA” said John Younger, HireMojo’s CEO. “By looking at the end to end hiring information across thousands of companies, millions of applicants and nearly all candidate sources which are natively included with HireMojo’s job promotion, patterns emerge that provide unique insights for NCHRA members. We are excited to be able to help members find and hire more female and ethnically diverse candidates. To that end, we are publishing a free whitepaper to help companies learn where they can reach more ethnically diverse candidate pools. The whitepaper can be downloaded here.”

About NCHRA The Northern California HR Association, one of the nation’s largest HR associations, has been advancing organizations through human resources since 1960. Delivering over 100 programs annually, the association is dedicated to connecting human resources professionals with practice resources, leading California-specific training, legal and legislative developments, quality service providers, and each other–forming career-long networks and partnerships.

About HireMojo HireMojo(R) (www.hiremojo.com) is the world’s first subscription-based Hiring Automation Platform(TM) with a singular mission to drop unemployment in the United States below 3%. By incorporating a constellation of resources and a software RecruiterBot(R) that performs most of the routine and difficult tasks related to finding, screening and managing candidate through the hiring process. Most companies fill 90% of their jobs within 3 weeks. With HireMojo(R), hiring the right people throughout the year is easier, and there is no longer a need for multiple recruiting-related vendor contracts. Contact: Mark Bohdanyk, mbohdanyk@hiremojo.com, 415-755-1294

]]>http://www.hrvendornews.com/?feed=rss2&p=71670Visibility Software Becomes an Official Abila Product Partnerhttp://www.hrvendornews.com/?p=7166
http://www.hrvendornews.com/?p=7166#commentsTue, 08 Aug 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7166Visibility Software is excited to announce that we are now an official Abila Product Partner. As an official Abila Product Partner, Visibility has further solidified their relationship with Abila to continue to advance, enhance and expand integration capabilities with MIP Fund Accounting and Abila’s HR Management Suite.

Visibility has had a long relationship working with Abila, providing integration between their Cyber Recruiter Applicant Tracking software and Abila MIP Fund Accounting to automate the transfer of new hire data, and with Cyber Train Learning Management software to pull employee data over to track employee training. Additionally, Cyber Recruiter and Cyber Train helps Abila users manage their volunteer hiring and training needs. The integration that exists between Cyber Recruiter and Abila MIP and Abila HR drastically improves the speed, accuracy, and efficiency of how recruiting and onboarding process are carried out.

Ultimately this integration process eliminates paper and time consuming manual data entry by automating new hire workflows and enables automatic and easy transfer of new hire data between systems. In addition, Cyber Train’s integration helps users leverage Abila MIP and Abila HR’s reporting tool to feed Cyber Train with new employee and updated employee record changes to avoid re-keying of information when managing employee training records in Cyber Train.

As a result, HR departments gain a significant amount of time back in their day to be more productive and efficient. With an ever-growing number of challenges facing HR today like finding top talent, employee engagement, retention, and talent development, it is critical to eliminate technology barriers so HR can spend more time on these higher-value tasks which are significant to bottom line growth.

The timing of our partnership is significant as Abila recently announced findings from their Nonprofit Finance Study: Managing Growth. The findings indicate the majority of Nonprofits plan to grow within the next year. The study explores the dynamics of nonprofit growth and its impact on risk management, compliance, and organization culture. We feel our partnership will contribute towards helping growing Nonprofits organizations address workforce planning and training management concerns during their projected growth transitions.

Founded in 1999. Visibility Software, a leading provider of applicant tracking and training management software, has helped thousands of organizations of all sizes solve talent acquisition and talent development challenges. Our two primary flagship software solutions Cyber Recruiter Applicant Tracking (ATS) and Cyber Train Learning Management (LMS) help clients gain a competitive recruiting and training advantage over their competitors. We offer flexible solutions that can be deployed on-premise or cloud-based, and operate as a standalone solution or interface with Microsoft Dynamics GP, Sage, Abila and several other leading HR and payroll systems. Our solutions eliminate technology barriers so HR can spend more time on higher-value tasks that impact the bottom-line. For more information about Visibility Software visit http://visibilitysoftware.com/.

About Abila:

Abila, part of the Community Brands family, is the leading provider of software and services to associations and non-profit organizations to help them improve decision making, execute with greater precision, increase engagement, and generate more revenue. With Abila solutions, association and nonprofit professionals can use data and personal insight to improve financial and strategic decision making, enhance member and donor engagement and value, operate more efficiently and effectively, and increase revenue to better activate their mission. Abila combines decades of industry insight with technology know-how to serve nearly 8,000 clients across North America. For more information, please visit www.Abila.com [www.Abila.com]. To subscribe to the Abila blog, visit Forward Together at http://blog.abila.com.

]]>http://www.hrvendornews.com/?feed=rss2&p=71660HRsoft to Host Webinar on Engaging a Multigenerational Workforcehttp://www.hrvendornews.com/?p=7164
http://www.hrvendornews.com/?p=7164#commentsTue, 08 Aug 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7164ORLANDO, Fla. – On Aug. 15th, award-winning talent management software company HRsoft will host a webinar presented by Mary Mosqueda, Practice Leader for Lockton Companies Compensation Global Consulting Practice. Mosqueda has decades of experience in Human Resources and Compensation, and specializes in the strategy, funding, and administration of Total Rewards programs. The webinar will start at 1:00 PM EST and will be hosted by Maureen Dudley, Webinar Coordinator for HRsoft.

“Today’s workforce is made up of the largest span of generations we’ve ever seen,” said Dudley. “To accommodate the needs of each age group, employers can implement total rewards strategies tailored to their unique priorities. Mary has extensive experience in total rewards strategy, so there’s no one better suited to share insights on this topic.”

The webinar will address key compensation topics including how to create a working definition of Total Rewards, how to create a Multigenerational Chart and outline the elements of Total Rewards most valued by each generation, tips for designing your Total Rewards Strategy, and communication ideas for reaching each generation.

The webinar is free to attend and participants can receive one SHRM and HRCI credit. Don’t miss out on this exclusive presentation about engaging employees of multiple generations through Total Rewards; reserve your spot now!

About HRsoft HRsoft is a leading provider of cloud-based compensation planning and total rewards software. Our cloud based SaaS solutions combine best of breed features with an intuitive, easy-to-use interface that simplifies and automates the entire compensation process. From complex compensation cycles to communicating total rewards, we help employers save time and their best employees. Learn more at https://www.HRsoft.com.

]]>http://www.hrvendornews.com/?feed=rss2&p=71640HRsoft to Host Webinar on Engaging a Multigenerational Workforcehttp://www.hrvendornews.com/?p=7163
http://www.hrvendornews.com/?p=7163#commentsTue, 08 Aug 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7163ORLANDO, Fla. – On Aug. 15th, award-winning talent management software company HRsoft will host a webinar presented by Mary Mosqueda, Practice Leader for Lockton Companies Compensation Global Consulting Practice. Mosqueda has decades of experience in Human Resources and Compensation, and specializes in the strategy, funding, and administration of Total Rewards programs. The webinar will start at 1:00 PM EST and will be hosted by Maureen Dudley, Webinar Coordinator for HRsoft.

“Today’s workforce is made up of the largest span of generations we’ve ever seen,” said Dudley. “To accommodate the needs of each age group, employers can implement total rewards strategies tailored to their unique priorities. Mary has extensive experience in total rewards strategy, so there’s no one better suited to share insights on this topic.”

The webinar will address key compensation topics including how to create a working definition of Total Rewards, how to create a Multigenerational Chart and outline the elements of Total Rewards most valued by each generation, tips for designing your Total Rewards Strategy, and communication ideas for reaching each generation.

The webinar is free to attend and participants can receive one SHRM and HRCI credit. Don’t miss out on this exclusive presentation about engaging employees of multiple generations through Total Rewards; reserve your spot now!

About HRsoft HRsoft is a leading provider of cloud-based compensation planning and total rewards software. Our cloud based SaaS solutions combine best of breed features with an intuitive, easy-to-use interface that simplifies and automates the entire compensation process. From complex compensation cycles to communicating total rewards, we help employers save time and their best employees. Learn more at https://www.HRsoft.com.

San Francisco, CA, August 8, 2017 – HireMojo, Inc., the Hiring Automation Platform(TM), today announced its partnership with the Northern California Human Resources Association (NCHRA) to increase the diversity of applicants and hires for the area’s companies. In the Thomson Reuters Diversity and Inclusion (D&I) Index, an analysis of the practices of over 5,000 companies, some of the largest companies in the Silicon Valley area did not make the cut to be included in the top 100.

Gender diverse companies are 15% more likely to outperform those that are not as gender diverse, and ethnically diverse companies are 35% more likely to outperform those that are not as ethnically diverse according to McKinsey research. That said, many companies in San Francisco and Silicon Valley struggle to increase the diversity of their workforce. For example, Google’s own site (https://www.google.com/diversity/) reports that their workforce today is 2% black, 4% Latino and 31% women.

“96% percent of our members who responded to our pulse survey this year indicated that cultivating diversity in the workplace is essential for driving innovation. There is clear data demonstrating an advantage for our members and their companies to increase their gender and ethnic diversity” emphasized Greg Morton, CEO of NCHRA. “Because of this, we selected HireMojo as a partner. Their proven and quantifiable methods to increase diversity across all rolls and levels provides meaningful value to our members. For example, many HR professionals are simply unaware that one of the top sources of more white, male workers is the social network upon which they rely most heavily. Conversely, HireMojo knows and can promote jobs to sites that reach twice as many African American and Latino candidates.”

“Our commitment to the success of companies in the San Francisco and Silicon Valley areas led us to the partnership with NCHRA” said John Younger, HireMojo’s CEO. “By looking at the end to end hiring information across thousands of companies, millions of applicants and nearly all candidate sources which are natively included with HireMojo’s job promotion, patterns emerge that provide unique insights for NCHRA members. We are excited to be able to help members find and hire more female and ethnically diverse candidates. To that end, we are publishing a free whitepaper to help companies learn where they can reach more ethnically diverse candidate pools. The whitepaper can be downloaded here: http://pages.hiremojo.com/are-you-really-reaching-for-diversity-in-your-hiring-download.”

About NCHRA The Northern California HR Association, one of the nation’s largest HR associations, has been advancing organizations through human resources since 1960. Delivering over 100 programs annually, the association is dedicated to connecting human resources professionals with practice resources, leading California-specific training, legal and legislative developments, quality service providers, and each other–forming career-long networks and partnerships.

About HireMojo HireMojo(R) (www.hiremojo.com) is the world’s first subscription-based Hiring Automation Platform(TM) with a singular mission to drop unemployment in the United States below 3%. By incorporating a constellation of resources and a software RecruiterBot(R) that performs most of the routine and difficult tasks related to finding, screening and managing candidate through the hiring process. Most companies fill 90% of their jobs within 3 weeks. With HireMojo(R), hiring the right people throughout the year is easier, and there is no longer a need for multiple recruiting-related vendor contracts. Contact: Mark Bohdanyk, mbohdanyk@hiremojo.com, 415-755-1294

As President and COO, White will be responsible for the successful execution of EBI’s long-term growth plan.

“Serving as EBI’s COO and Chief Compliance Officer for the past three years White has streamlined operations, enhanced compliance and helped drive top line growth and market share. For more than three decades, White has had an amazing track record of strategic, operational and organizational accomplishments,” said Kurland. “He has proven to be a successful, respected and trusted leader and brings to this position a natural talent for developing people and inspiring teams.”

White is a thirty-five year veteran in the background screening and consumer reporting agency industry. His depth of knowledge, coupled with his experience leading transformative strategic initiatives, uniquely positions him to advance the company to Kurland’s vision for sustainable growth while preserving its cultural integrity and reputation for world-class customer service.

Robert Capwell, EBI’s Chief Knowledge Officer, adds, “White’s unique ability and skill set to execute on Kurland’s vision, strategy, cultural and long term initiatives has been impressive. The organization is excited for Larry and Rick as we continue to advance the Company’s growth agenda.”

“EBI is a special place where highly dedicated people perform at exceptional levels” said Scott Thelen, EBI’s Chief Financial Officer. “White, or ‘The Dude’ as we call him, takes the team to even greater heights with his spirit, motivation and operational excellence. His in-depth knowledge of the financial aspects of the business helps strengthen the organization and creates a true partnership between operations, sales and finance.”

“At EBI, we have a dedicated group of people committed to doing things the right way. My role is to create an environment where our team can excel and support happy clients. It is a true honor to have this responsibility,” White says.

White received a Bachelor of Arts in Economics from Southwestern Oklahoma State University and was recognized with the Wall Street Journal Award of Excellence for Economics Study.

About EBI

Founded in 1994, EBI is one of the largest background screening firms in the country and is the only company that has been named to HRO Today Magazine’s Pre-Employment Screening Baker’s Dozen List of top background screeners nine times. EBI specializes in the development, implementation and management of comprehensive and customized employment screening programs for more than 5,000 clients in more than 200 countries and territories worldwide. EBI is a founding member of the National Association of Professional Background Screeners and holds ISO certifications for Information Security and Quality Management. For more information, visit www.ebiinc.com.

]]>http://www.hrvendornews.com/?feed=rss2&p=71650HRsoft Named Among the Top 10 Performing HRM Solution Providers for 2017http://www.hrvendornews.com/?p=7162
http://www.hrvendornews.com/?p=7162#commentsThu, 03 Aug 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7162DUBLIN, OH – The business magazine Insights Success has named compensation planning software company HRsoft among the year’s top ten performing HRM solution providers.

To determine the standout software companies, Insights Success looked at adaptiveness to evolving workplace trends, including pay equity, workforce diversity, and globalization. In the article naming HRsoft a top ten contender, Insights Success stated that HRsoft is “leading the way for HRM providers in the area of compensation management and total rewards.”

Through its advanced yet user-friendly Software as a Service (SaaS) solutions, HRsoft removes the complexity of compensation planning by providing companies with simplified planning tools. For both compensation and total rewards, their solutions replace spreadsheets and paper-intensive workflows to deliver “industry leading configurability and functionality that their clients love,” according to the article.

HRsoft credits its success to three key drivers: its people, its approach, and its technology. While its end-to-end compensation solution and award-winning InSITE technology are among the company’s most powerful features, clients confirm that the HRsoft team is one of its best qualities. One client in particular, Luke Malloy, who is the VP of Compensation for Ameriprise Financial states, “Great solution; even better people.”

Moving forward, HRsoft aims to continue providing its high level of customer support by working directly with their clients, thereby allowing them become more efficient with both their time and their budgets.

About HRsoft HRsoft is a leading provider of cloud-based compensation planning and total rewards software. Our cloud based SaaS solutions combine best of breed features with an intuitive, easy-to-use interface that simplifies and automates the entire compensation process. From complex compensation cycles to communicating total rewards, we help employers save time and their best employees. Learn more at https://www.HRsoft.com.

]]>http://www.hrvendornews.com/?feed=rss2&p=71620Visibility Software Hires New Client Success Manager to Bolster Customer Support Teamhttp://www.hrvendornews.com/?p=7161
http://www.hrvendornews.com/?p=7161#commentsWed, 02 Aug 2017 15:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7161We are proud to announce the hiring of Melissa Goolsby to take on the role of Client Success Manager. Melissa has joined the Visibility Software team and will be leading the Customer Support team focusing on customer happiness. She brings nearly a decade of Technical and Customer Support experience, and five years in management roles having worked for large enterprise companies as well as small start-ups. She is passionate about technology, people and building lasting relationships to ensure success.

Due to the immense growth that Visibility is experiencing it was vital to hire a solid customer-focused talent that strives for taking care of customer needs. “Our goal is to ensure that customers not only attain the highest level of support but to go beyond that and provide customers with a delightful experience to where they consider us as an extension of their IT staff. We feel very strongly that Melissa will help make this happen,” says Christina Pomeroy, Visibility Software COO.

“I am thrilled to be a part of the Visibility Software Team! Fortunate to be joining a team that prides itself on their Honest, Agile and Responsive service. My career has focused on customer satisfaction & success in the technology fields, and I look forward to continuing the practice of signature service while working with Visibility’s customers,” says Goolsby.

As Visibility continues its efforts to deepen its infrastructure, support practices, and expanding the functionality and integration capabilities of their Cyber Recruiter Applicant Tracking and Cyber Train Learning Management software solution, Melissa will be a major asset in contributing her knowledge, skills and abilities to grow the support team in parallel with the sustained company growth.

About Visibility Software Founded in 1999. Visibility Software, a leading provider of applicant tracking and training management software, has helped thousands of organizations of all sizes solve talent acquisition and talent development challenges. Our two primary flagship software solutions Cyber Recruiter Applicant Tracking (ATS) and Cyber Train Learning Management (LMS) help clients gain a competitive recruiting and training advantage over their competitors. We offer flexible solutions that can be deployed on-premise or cloud-based, and operate as a standalone solution or interface with Microsoft Dynamics GP, Sage, Abila and several other leading HR and payroll systems. Our solutions eliminate technology barriers so HR can spend more time on higher-value tasks that impact the bottom-line. For more information about Visibility Software visit http://visibilitysoftware.com/.

The industry-first marketplace gives employers using Businessolver’s benefits administration platform a strategic advantage for capitalizing on the growing trend of “boomerang” employment – when employees leave an organization, then return. With persistent skilled labor shortages and U.S. unemployment at 4.3% (its lowest point in 16 years), employers are increasingly open to considering boomerang employees to fill the more than 6 million current U.S. job openings.

“The way we offboard employees is just as critical as how we onboard them – and you don’t need to look any further than the boomerang phenomenon to see why,” said Jon Shanahan, Businessolver President and CEO. “MyChoice Market can set employers apart by maintaining consistent support for employees in managing their benefits, no matter where they are on the employment spectrum.”

Boomerang Employment Driven by Millennials

According to the U.S. Bureau of Labor Statistics, younger Millennials (ages 19-35), spend an average of 1.3 years with an employer. However, according to Workplace Trends, 46 percent of Millennials say they would return to a former company – and they aren’t alone. A third of Gen X employees and 29 percent of Boomers also would consider boomerang employment. The same study finds that 40 percent of HR professionals would rehire alumni employees.

MyChoice Market Engages Alumni Employees

Recognizing those statistics, Businessolver created MyChoice Market as a tool to help transform the offboarding process for departing employees. Powered by Benefitsolver(R), Businessolver’s secure, single-source benefits technology platform, and leveraging its proprietary mobile app, companies can use MyChoice Market as part of their strategy to facilitate a positive offboarding experience for all employees, from Millennials to retirees. Offering a simple online shopping experience with a mix of core and voluntary offerings, MyChoice Market helps engage an organization’s alumni network, including potential boomerang workers, by allowing them access to seamless benefits transition/continuation after they leave.

With just a few clicks on the Benefitsolver(R) platform (or a few taps on a smartphone), departing employees are easily transitioned to MyChoice Market to elect, enroll, and set up payment for a range of benefit plan options including:

* Medical – The Affordable Care Act (ACA) requires all Americans to carry a certain level of medical insurance. MyChoice Market offers a suite of low-cost, limited medical plans that meet ACA guidelines for minimum essential coverage. These plans can help employee alumni comply with the law while having an affordable alternative to COBRA.

* Vision – Vision insurance through the marketplace covers the cost of routine exams, as well as costs associated with lenses, frames, and contacts.

* Dental – Dental options available through MyChoice Market provide alumni and their families with access to pre-negotiated discounts on all common dental procedures at more than 100,000 general and specialist dentist locations nationwide.

* Pet insurance – One in five Millennials carry pet insurance; MyChoice Market gives alumni employees peace of mind that their pet will receive necessary care without breaking the bank.

“MyChoice Market leverages our robust Benefitsolver(R) technology platform and mobile capabilities to help employers stay connected to their alumni in a positive way,” said Shanahan. “Through meaningful engagement with this network, companies can transform the offboarding process and turn departing employees into powerful brand ambassadors. The marketplace drives a favorable benefit experience and breeds strong connections that can lead boomerang employees back to an organization.” Learn more about MyChoice Market at www.businessolver.com/alumni.

# # #

About Businessolver Since 1998, Businessolver has delivered market-changing benefits administration technology supported by an intrinsic responsiveness to client needs. It creates client programs that maximize benefit program investment, minimize risk exposure, and engage employees with easy-to-use solutions and communication tools to assist them in making wise and cost-efficient benefit selections. Founded by HR professionals, Businessolver’s unwavering service-oriented culture and secure SaaS platform provide measurable success in its mission to provide complete client delight.

The industry-first marketplace gives employers using Businessolver’s benefits administration platform a strategic advantage for capitalizing on the growing trend of “boomerang” employment – when employees leave an organization, then return. With persistent skilled labor shortages and U.S. unemployment at 4.3% (its lowest point in 16 years), employers are increasingly open to considering boomerang employees to fill the more than 6 million current U.S. job openings.

“The way we offboard employees is just as critical as how we onboard them – and you don’t need to look any further than the boomerang phenomenon to see why,” said Jon Shanahan, Businessolver President and CEO. “MyChoice Market can set employers apart by maintaining consistent support for employees in managing their benefits, no matter where they are on the employment spectrum.”

Boomerang Employment Driven by Millennials

According to the U.S. Bureau of Labor Statistics, younger Millennials (ages 19-35), spend an average of 1.3 years with an employer. However, according to Workplace Trends, 46 percent of Millennials say they would return to a former company – and they aren’t alone. A third of Gen X employees and 29 percent of Boomers also would consider boomerang employment. The same study finds that 40 percent of HR professionals would rehire alumni employees.

MyChoice Market Engages Alumni Employees

Recognizing those statistics, Businessolver created MyChoice Market as a tool to help transform the offboarding process for departing employees. Powered by Benefitsolver(R), Businessolver’s secure, single-source benefits technology platform, and leveraging its proprietary mobile app, companies can use MyChoice Market as part of their strategy to facilitate a positive offboarding experience for all employees, from Millennials to retirees. Offering an Amazon-like shopping experience with a mix of core and voluntary offerings, MyChoice Market helps engage an organization’s alumni network, including potential boomerang workers, by allowing them access to seamless benefits transition/continuation after they leave.

With just a few clicks on the Benefitsolver(R) platform (or a few taps on a smartphone), departing employees are easily transitioned to MyChoice Market to elect, enroll, and set up payment for a range of benefit plan options including:

* Medical – The Affordable Care Act (ACA) requires all Americans to carry a certain level of medical insurance. MyChoice Market offers a suite of low-cost, limited medical plans that meet ACA guidelines for minimum essential coverage. These plans can help employee alumni comply with the law while having an affordable alternative to COBRA.

* Vision – Vision insurance through the marketplace covers the cost of routine exams, as well as costs associated with lenses, frames, and contacts.

* Dental – Dental options available through MyChoice Market provide alumni and their families with access to pre-negotiated discounts on all common dental procedures at more than 100,000 general and specialist dentist locations nationwide.

* Pet insurance – One in five Millennials carry pet insurance; MyChoice Market gives alumni employees peace of mind that their pet will receive necessary care without breaking the bank.

“MyChoice Market leverages our robust Benefitsolver(R) technology platform and mobile capabilities to help employers stay connected to their alumni in a positive way,” said Shanahan. “Through meaningful engagement with this network, companies can transform the offboarding process and turn departing employees into powerful brand ambassadors. The marketplace drives a favorable benefit experience and breeds strong connections that can lead boomerang employees back to an organization.” Learn more about MyChoice Market at www.businessolver.com/alumni.

# # #

About Businessolver Since 1998, Businessolver has delivered market-changing benefits administration technology supported by an intrinsic responsiveness to client needs. It creates client programs that maximize benefit program investment, minimize risk exposure, and engage employees with easy-to-use solutions and communication tools to assist them in making wise and cost-efficient benefit selections. Founded by HR professionals, Businessolver’s unwavering service-oriented culture and secure SaaS platform provide measurable success in its mission to provide complete client delight.

]]>http://www.hrvendornews.com/?feed=rss2&p=71530Renee Preston Joins SharedXpertise as Vice President of Membership Serviceshttp://www.hrvendornews.com/?p=7160
http://www.hrvendornews.com/?p=7160#commentsTue, 01 Aug 2017 19:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7160Philadelphia, PA – August 1, 2017 – SharedXpertise, publisher of HRO Today and HRO Today Global magazines and producer of the HRO Today Forum events, announced that Renee Preston has joined the organization as vice president of membership services.

Preston arrives at SharedXpertise with over twenty years of experience inside the outsourcing industry, regularly connecting outsourcing buyers, providers and advisors with networks and platforms for exchanging best practices. Most recently, she held the role of managing director of association development with the International Association of Outsourcing Professionals.

“We’re impressed with Renee’s experience within the association management space,” said Elliot Clark, CEO of SharedXpertise. “We feel that she’ll be a good match, with her background in collaborating with professionals who are supporting, discussing and challenging the traditional ideas in the outsourcing marketplace.”

Gale Tedeschi, managing publisher, will continue in her role of providing expertise to the field for HRO Today’s media products, including print, digital and social media offerings.

For more information about SharedXpertise, please click here, or contact publisher Bill MacRae, at bill.macrae@sharedxpertise.com.

About HRO Today and HRO Today Global HRO Today and HRO Today Global are the properties of SharedXpertise Media and offer the broadest and deepest reach available anywhere into the HR industry. Our magazines, web portals, research, e-newsletters, events and social networks reach over 180,000 senior-level HR decision-makers with rich, objective, game-changing content. Our No. 1 strength is our reach. HR leaders rely heavily on the HRO Today’s Baker’s Dozen rankings across six different categories when selecting an HR service provider.

Media Contact: Bill MacRae bill.macrae@sharedxpertise.com

# # #

]]>http://www.hrvendornews.com/?feed=rss2&p=71600HR Open Standards Answers Answers HR Data Protection Concerns with HR-JSON Data Protection Standardhttp://www.hrvendornews.com/?p=7150
http://www.hrvendornews.com/?p=7150#commentsTue, 01 Aug 2017 14:02:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7150The number of companies experiencing data breaches is at an all-time high and still on the rise according to the Identify Theft Resource Center (ITRC), reporting the grim reality of a 40% increase in U.S data breaches alone in 2016 from the previous year with a record-breaking 1093 data breaches. As the world grows more interconnected “The General Data Protection Regulation (GDPR) will allow individuals to regain control over their personal data enhancing trust and adoption of new digital services,” said John Kleeman, Founder and Executive Director at Questionmark.

“However, the increased obligations that the GDPR places on companies rightfully present anxieties for business planners. Companies will need to invest the requisite time reviewing and enhancing their risk management and IT processes ensuring they meet the privacy obligations. The effort and planning are a short term cost for the long term return that a simplified regulatory environment and an updated data protection framework will provide stimulating economic growth through reduced costs and less red tape.”

The urgency for global standards and guidelines that inform interconnected systems on the legal use of and transfer of Personally Identifiable Information (PII) data between HR systems has increased proportionately as the data privacy legislation ecosystem has evolved.

A Standards-Based Solution for Current HR Data Protection Concerns

In response to unfolding global Data Privacy regulations, HR Open Standards Consortium has released a Data Protection Policy schema that guides organizations handling PII to third parties to include data privacy requirements via metadata.

The Data Protection schema describes metadata that can be included with employee data to stipulate data privacy requirements. The Data Protection specification includes use cases to assist organizations in contextualizing the schema’s data types within their existing schema including Assessments, Benefits Enrollment, Recruiting and others. The metadata tags that stipulate data privacy requirements for employee data include Retention Date, Retention Days, and Geographical Restrictions for Storage, View and Edit.

“The timeliness of a globally pertinent Data Protection data standard is obvious as one considers the unifying objective of the GDPR and similar legislation,” noted Bon Idziak, President of HR Open Standards’ Board of Directors. “As organizations seek to obtain and maintain certifications with frameworks like the EU-U.S. Privacy Shield and begin proactive measures to comply with the GDPR, it is crucial to have a standard method of communicating data protection stipulations to third parties. HR Open Standards’ extensible, HR-JSON Data Protection standard is a fitting solution for organizations looking to lead compliance efforts for the handling of employee data.”

Founded in 1999 as the HR-XML Consortium, HR Open Standards develops free, current, global HR-JSON and HR-XML data vocabularies in a transparent, collaborative, consensus-based environment open to all HR professionals and organizations. Their standards simplify human resources-related data exchanges.

By championing innovation and collaboration through global partnerships, HR Open Standards leads standards development projects to save HR professionals time and money by providing employers, government agencies, and software and service providers with free, flexible, and comprehensive global HR interoperability standards. For more information, visit HROpenStandards.org.

]]>http://www.hrvendornews.com/?feed=rss2&p=71500Birkman Signature Certification Now Accredited by the International Coach Federationhttp://www.hrvendornews.com/?p=7158
http://www.hrvendornews.com/?p=7158#commentsTue, 01 Aug 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7158Houston, Texas – Earlier this week, the International Coach Federation (ICF) awarded Birkman Signature Certification with credit hours for Continuing Coach Education (CCE). Introduced at the beginning of 2017, Signature Certification has already won a Bronze Quill Award from IABC for its eLearning modules. Now, this curriculum has passed the rigorous examination of the ICF Core Competencies and Code of Ethics to receive the CCE distinction.

ICF is the global leader in credentialing and developing professional coaches, dedicated to improving the coaching profession through educational offerings, upholding ethical standards, and industry research. The CCE accreditation is recognized internationally and designates supplemental and advanced training for coaches looking to achieve or renew individual credentialing through ICF. Birkman Certified Professionals (BCPs) who have completed Signature Certification after January 1, 2017 can now apply their Birkman learning experience to the requirements for obtaining or renewing their ICF credential.

Dan Perryman, Vice President of Training and Consultant Development at Birkman, has been a fundamental driver in the success of Birkman Signature Certification. He brought his past experience as an independent coach and consultant to Birkman and developed Signature Certification to fit the ICF CCE framework. Dan shares, “This accreditation is a substantial achievement for Birkman and our international network of users. We have taken years of feedback to develop Signature Certification into the impactful and application-oriented training that it is today. Our goal–as well as the goal of our users–is to help people capitalize on their natural strengths and interests to live more fulfilling lives. This mission aligns perfectly with the coaching profession, and we’re glad that ICF recognizes the value in Signature Certification training and its curriculum.”

Sharon Birkman, President and CEO, describes her excitement, “This accreditation reflects the quality of learning provided in Birkman Signature Certification. When my father founded this company in 1951, he did everything in his ability to better the lives of those around him. We’ve always had a focus on excellence and on coaching people to live to their strengths. We are thrilled that such a prestigious and impactful organization as ICF has recognized our Birkman Signature Certification training.”

To find out more about attending Birkman Signature Certification and becoming a Birkman Certified Professional, contact support@birkman.com.

About ICF The International Coach Federation (ICF) is dedicated to advancing the coaching profession by setting high ethical standards, providing independent certification, and building a worldwide network of credentialed coaches across a variety of coaching disciplines. ICF is active in representing all facets of the coaching industry, including Executive, Life, Leadership, Relationship and Career Coaching. Its 25,000-plus members located in more than 135 countries work toward the common goal of enhancing awareness of coaching, upholding the integrity of the profession, and continually educating themselves with the newest research and practices.

About Birkman Birkman helps people and organizations improve performance through its personality test and career assessment. The Birkman Method provides insights into a person’s Interests, Usual Behaviors, Needs, and Stress Behaviors in memorable report formats that are both empowering and constructive. Birkman is a favorite choice of organizational development and HR professionals, life coaches, career counselors, educators, and consultants. The Birkman Method has decades of proven scientific validity and continues to stay at the forefront of the personality assessment field.

]]>http://www.hrvendornews.com/?feed=rss2&p=715802018 PHRi Credential from HR Certification Institute (HRCI) to Embrace Greater Emphasis on Human Resource Information Systems and Program Developmenthttp://www.hrvendornews.com/?p=7154
http://www.hrvendornews.com/?p=7154#commentsTue, 01 Aug 2017 08:01:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7154ALEXANDRIA, Va., August 1, 2017 – HR Certification Institute(R) (HRCI(R)) today announced revisions to the exam content outline for the Professional in Human Resources – International(TM) (PHRi(TM)) certification. The changes reflect the need for enhanced technology and program development competencies required of an HR manager responsible for a single international, non-U.S. setting.

Highlights of the framework for future PHRi exams, effective for all tests administered beginning February 1, 2018, can be reviewed in the 2018 PHRi Exam Content Outline, published by HRCI.

“The updated 2018 PHRi exam content outline better aligns with the pervasive adoption of HR Information Management Systems and HR applications by today’s organizations,” said Amy Schabacker Dufrane, Ed.D., SPHR, CAE, and CEO of HRCI, the premier organization that provides HR credentials for professionals who have demonstrated expertise in the field.” With improved technology replacing many of the more administrative functions, today’s HR professional must be prepared to take on more analytical and operational roles.”

The revisions involved rigorous review and practice analysis study from HR professionals worldwide. The result is a blueprint for future PHRi exam development, the 2018 PHRi Exam Content Outline. The primary functional areas included in the 2018 outline are: Talent Acquisition, HR Administration and Shared Services, Talent Management and Development, Compensation, Benefits and Work Experience, Employee Relations and Risk Management, and HR Information Management, now its own functional area for the PHRi.

As always, HRCI followed testing industry standards for the PHRi practice analysis to maintain National Commission for Certifying Agencies (NCCA) accreditation for the certification program. All seven HRCI credentials are NCCA accredited.

“We conducted an intensive practice analysis to ensure PHRi certification holders are tested on the most current workforce trends and competencies,” said Dania Eter, MBA, Chief Credentialing and Products Officer at HRCI. ” Care was taken to develop an exam content outline that balances the complexities faced by HR managers in developing countries as well as those in already-developed nations. The 2018 PHRi is also greatly enhanced by the contributions of many non-native English speakers who ensured that test questions use common industry language and are without cultural ambiguities.”

For more information about the PHRi certification, please contact HRCI at info@hrci.org or visit the website at www.hrci.org.

About HRCI HR Certification Institute(R) (HRCI(R)) is the premier credentialing organization for the HR profession, setting the standard for HR rigor, excellence and expertise worldwide for more than 40 years. HR practitioners and organizations trust HRCI to ensure, strengthen and advance the strategic value of HR through credentials such as the Professional in Human Resources (PHR(R)) and the Senior Professional in Human Resources (SPHR(R)). All HRCI credentials are accredited by National Commission of Certifying Agencies (NCCA), including six practice-based certifications and the Associate Professional in Human Resources(TM) (aPHR(TM)) for line managers, students and others who are just starting out in HR. HRCI certifications are proven marks of distinction for various levels of competence, commitment, skill and knowledge in the HR field. Learn more at www.hrci.org.

]]>http://www.hrvendornews.com/?feed=rss2&p=71590New Study Shows U.S. Background Checks Are Universal and Driven by Safety Concernshttp://www.hrvendornews.com/?p=7155
http://www.hrvendornews.com/?p=7155#commentsMon, 31 Jul 2017 09:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7155In the U.S., background checks have become virtually universal, driven first and foremost by the need to keep employees and customers safe, according to new research conducted by HR.com in partnership with the National Association of Professional Background Screeners (NAPBS).

The national survey, which drew responses from 1,528 human resources professionals, found that 96% of participants said their organization conducts one or more types of background screening. Not only do most screen full-time employees, two-thirds screen part-time employees.

Safety is the primary reason for conducting such checks in the U.S., with 89% of all respondents citing “protecting employees, customers, etc.” By comparison, just 44% said they screen candidates because they are mandated by law or regulations.

“For a lot of organizations, it’s not just a legal issue,” said Debbie McGrath, Chief Instigator and CEO, HR.com. “It’s about protecting people and, to a lesser degree, the reputation of the whole company.”

Checking on criminal records is the most widely used application of screening, according to the survey, with 87%t of responding organizations conducting searches of county or statewide criminal databases, and 83% conducting searches of national criminal databases.

The research also examined the primary challenges facing professional background screeners. Among the greatest challenges today are the time it takes to conduct background checks and the costs associated with background screenings.

On the other hand, the costs associated with failing to screen candidates can also be very high. In fact, one study shows that the average cost of a single bad hire is nearly $17,000.

About NAPBS Founded in 2003 as a not-for-profit trade association, the National Association of Professional Background Screeners (NAPBS) represents the interests of more than 800 member companies around the world that offer employment and tenant background screening. NAPBS provides relevant programs and training aimed at empowering members to better serve clients and maintain standards of excellence in the background screening profession, and presents a unified voice in the development of national, state, and local regulations. For more information, visit www.napbs.com.

About HR.com HR.com is making HR Professionals smarter. As the largest global social networking and resource site for over 290,000 HR Professionals, HR.com is helping organizations educate and inspire their workforces by helping HR employees to reach their goals, be innovative, embrace and drive change by providing the best possible content and tools: a global Leadership annual event, Leadership Excellence Awards, HR certification/recertification programs, 12 monthly HR themed ePublications, hundreds of monthly webcasts and virtual events each year, community networks, blogs, industry news and advisory boards. The HR.com Cert Prep course maintains a 93% certification pass rate compared to the industry average of 58%. www.HR.com

]]>http://www.hrvendornews.com/?feed=rss2&p=71570BUSINESSOLVER MAINTAINS STRONG MOMENTUM IN FIRST HALF OF 2017http://www.hrvendornews.com/?p=7152
http://www.hrvendornews.com/?p=7152#commentsWed, 26 Jul 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7152WEST DES MOINES, IOWA (July 26, 2017) – Businessolver, a leader in SaaS-based benefits administration technology, completed a successful first half of 2017. Driven by its year-over-year revenue growth of over 30 percent and a commitment to profitability, Businessolver continued to deliver delight to its expanding portfolio of clients through continued company evolution, product innovation and community involvement.

“So far, 2017 has been an incredible year of development,” said Businessolver President and CEO Jon Shanahan. “Looking ahead, we plan to continue the great momentum we’ve established by partnering with our clients to navigate the increasingly complex marketplace, and provide an engaging benefits experience that meets the diverse and dynamic needs of their organizations.”

Broader service model drives diverse client wins

During the past six months, Businessolver further expanded its already diverse client base, welcoming new customers from government, healthcare, hospitality, and manufacturing onto its benefits technology platform – including household consumer brands, established Fortune 500 companies, and businesses listed among the nation’s Best Companies to Work For.

Key executive hires and office expansions support surging growth

In addition to maintaining profitability, Businessolver has grown its employee base and deepened its geographic footprint to better serve clients. The Businessolver team now is more than 700 employees strong, including recently hired Chief Technology Officer Sean McMurray and Vice President of Marketing Cynthia Phillips.

McMurray, responsible for establishing and driving Businessolver’s technical vision, has deep roots at Businessolver; he helped CEO Jon Shanahan found the company in 1998, was one of the original builders and designers of the Benefitsolver platform, and served on the Board until rejoining the company in 2017. Throughout his 20-year technology career, McMurray has held executive-level roles at several firms in technology and financial services – including founding DataVision Resources and serving as its CEO until it was acquired by Equifax in 2011, and Chief Technology Officer at SmartyPig, LLC.

Phillips brings more than 25 years of corporate marketing and branding experience to Businessolver, where she’s responsible for leveraging branding, marketing and corporate communications to drive brand value and sales. She has broad experience in SaaS and software across multiple industries, and previously has held high-level marketing roles at Philips Electronics, Computer Associates, Ping Identity, Conga, and SyncHR.

To support internal growth and tap into key talent areas, Businessolver in June opened its new Chicago office. This location allows Businessolver to more easily reach top talent from local universities, including DePaul University, which is ranked No. 2 in the nation for HR degrees. The new Midwest hubs anchor Businessolver’s presence across the nation – with established offices in Seattle, Denver, and Charlotte, in addition to the company’s headquarters in West Des Moines, Iowa.

“With nationwide unemployment at its lowest point in almost 20 years, it’s no secret that companies have to broaden their horizons to find the best people,” Shanahan said. “We’ve always prioritized talent and expertise over geography; our hiring – and our office locations – will continue to reflect that.”

Company and employee distinctions showcase commitment to quality on all levels

Over the first half of the year, Businessolver has been recognized for its continued focus on industry-leading initiatives that improve client and employee experience:

– In February, Businessolver Product Lead Angel Hower was named as the Iowa representative to the IRS Tax Payer Advocacy Panel (TAP). TAP is comprised of committed U.S. volunteers selected to represent their home state and act as a two-way channel between the IRS and American public. Hower will serve a three-year appointment to improve IRS product, process, and/or procedures.

– Also in March, Businessolver’s commitment to quality was recognized at the annual Governor’s Celebration of Performance Excellence, where it was honored with Tier 3 Leadership Level distinction for its progress in meeting Baldrige Excellence Framework standards.

– In May, Businessolver’s Vice President of IT Systems, Tom Pohl – along with a local information-security group – had an overwhelming win in the Capture the Flag hacking contest at 2017 THOTCON, an annual Chicago-based conference focused on information security. Pohl regularly competes in hacking competitions for hands-on practice maintaining and building skills needed to oversee Businessolver’s IT systems.

Product innovations enhance user experience

In March, Businessolver launched its MyChoice Mobile App, a complementary tool to the Benefitsolver platform, that lets members take their benefits anywhere they go, giving them access to critical plan information when and where they need it.

“Businessolver strives to expand the benefits experience from once-a-year enrollment to a year-round engagement,” said Shanahan. “The MyChoice Mobile App is a pivotal step forward because it allows members to seamlessly integrate benefits into their everyday lives.”

The company also introduced a number of enhancements to the Benefitsolver platform. These include an easier-to-use interface for Case Manager; a new look and feel to the Document Center and Reference Center; and an updated user experience across the platform focused on empathic design. These changes make enrollment an effortless experience and allow employees to track their progress when selecting benefits.

Thought leadership and community involvement honor mission and values

Last month, Businessolver completed its annual Vision 20/17 Tour, a series of regional forums for HR/benefits professionals to exchange ideas, share best practices, and address industry challenges. This year’s tour – hosted in San Francisco, Philadelphia, and Chicago – featured an exclusive half-day training program from generational expert, Cam Marston, which focused on how to engage the multi-generational workforce to strengthen teams and drive results.

At the Philadelphia stop on the tour in May, Businessolver released the findings of its second-annual Workplace Empathy Monitor. The industry-first study of nearly 2,000 U.S. employees, HR professionals, and CEOs found empathy is still lacking in workplaces, with 85 percent of respondents saying they believe empathy is undervalued by U.S. businesses, a 5 percent increase from the 2016 data. The study also examined how empathy can drive business’ bottom line by helping to recruit and retain top talent, and engage employees to drive productivity.

Finally, Businessolver continued its dedication to philanthropy by partnering the Businessolver Foundation with local organizations, including Junior Achievement of Central Iowa, Denver Rescue Mission, the Alzheimer’s Association, Ronald McDonald House of Charities, and Denver Storybook Ball. Notably in April, Businessolver was the marquee presenting sponsor for the fifth annual Couture for a Cause, a fashion show fundraiser benefiting Children’s Cancer Connection.

Children’s Cancer Connection is a Des Moines-based organization whose mission is to enhance the quality of life for Iowa families affected by childhood cancer, by providing programs for education, recreation, and support. The show’s models all were children and their families facing childhood cancer, as well as the nurses who support them; the event raised nearly $70,000 to help Children’s Cancer Connection provide its life-enhancing services and support to young patients and their families.

“I’m proud of our incredible growth and achievement during the first half of the year,” Shanahan said. “We’ll continue to succeed in 2017 by remaining committed to our values, and staying focused on our simple, but clear mission to grow our business and delight our clients.”

###

About Businessolver Since 1998, Businessolver has delivered market-changing benefits administration technology supported by an intrinsic responsiveness to client needs. It creates client programs that maximize benefit program investment, minimize risk exposure, and engage employees with easy-to-use solutions and communication tools to assist them in making wise and cost-efficient benefit selections. Founded by HR professionals, Businessolver’s unwavering service-oriented culture and secure SaaS platform provide measurable success in its mission to provide complete client delight.

]]>http://www.hrvendornews.com/?feed=rss2&p=71520Visibility Software Hires New Partner Success Manager to Oversee Sage and Abila Partner Channelshttp://www.hrvendornews.com/?p=7151
http://www.hrvendornews.com/?p=7151#commentsWed, 26 Jul 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7151Rapid growth has created the need for yet another integral position at Visibility Software that will manage the relationship of two strategic partner channels. Greg Smith has officially joined Visibility to take on the new role of Partner Success Manager for the Sage and Abila partner channels. Greg will be responsible for growing channel partnerships and will work closely with our sales team to increase sales through these two strategic partners and associated resellers.

Greg has a proven track record of building successful channel partnerships within the software and high-tech industry with 25 years of experience building successful sales, channel and recruiting teams. He is skilled in Partnership Management, Sales, Enterprise Software, Executive Search, Customer Relationship Management (CRM) and Human Capital Management (HCM).

“We are very excited to have Greg join Visibility, as we feel his experience is perfect for this role. Hiring for this position was a crucial step for us in being able to take the Sage and Abila partner channels to new heights. There is a huge growth opportunity in the Human Capital Management technology market, and in particular in both of these channels that will help continue to solidify our relationships with Sage and Abila and our associated reseller channel,” says Visibility Software VP Sales & Marketing, James Bellew.

Visibility has been a Sage HRMS Endorsed Development Partner of Sage for over five years providing two Sage Endorsed solutions – Sage HRMS Cyber Recruiter and Sage HRMS Cyber Train. Both solutions are vital talent management modules within the Sage HRMS suite that drastically improve recruiting, onboarding and training management processes.

These integration solutions help human resources and training departments eliminate paper and time consuming manual data entry by automating new hire workflows and enabling automatic and easy transfer of new hire data between systems. The result, HR departments gain a significant amount of time back in their day to be more productive and efficient. With an ever-growing number of challenges facing HR today like finding top talent, employee engagement, retention, and talent development, it is critical to eliminate technology barriers so HR can spend more time on these higher-value tasks which are significant to bottom line growth.

“I am very happy to be a part of the Visibility team and look forward to building upon our channel partner relationships and educating them on the value our solutions provide. Providing our Sage and Abila channel partners and resellers with the right tools and education on how to solve recruiting and training management problems that most of their customers are likely facing is a win-win for everyone,” says Smith.

About Visibility Software:

Founded in 1999. Visibility Software, a leading provider of applicant tracking and training management software, has helped thousands of organizations of all sizes solve talent acquisition and talent development challenges. Our two primary flagship software solutions Cyber Recruiter Applicant Tracking (ATS) and Cyber Train Learning Management (LMS) help clients gain a competitive recruiting and training advantage over their competitors. We offer flexible solutions that can be deployed on-premise or cloud-based, and operate as a standalone solution or interface with Microsoft Dynamics GP, Sage, Abila and several other leading HR and payroll systems. Our solutions eliminate technology barriers so HR can spend more time on higher-value tasks that impact the bottom-line. For more information about Visibility Software visit http://visibilitysoftware.com/.

Philadelphia, PA – July 25, 2017 – HRO Today and Comprehensive Screening Solutions (CSS) have announced the release of its pre-employment screening study: Catch Me if You Can – How to Choose the Best Pre-employment Screening Solution.

The stakes are higher now for companies than they’ve ever been. In a tight labor market, there’s enormous pressure to hire more employees quickly, while data and physical security remain paramount.

At the same time, this study’s findings concluded that there is a lack of quantification about the impact of background screening providers. More than three-quarters of study respondents weren’t aware of any formal metrics for measuring the success of their background screening.

“This study also found something quite alarming,” said Larry Basinait, Vice President of Market Research for SharedXpertise. “Nearly one third of employers indicated that they don’t screen their candidates through background checking.”

“Respondents in this study also told us that background checks are five times more important than the second or third most important services, which are I-9 and E-verifications and ATS integrations,” said Mike Chalenski, President and CEO for CSS. “Consolidation also remains a popular option, with about sixty-three percent of respondents indicating that screening services should be offered by one provider.”

About the Study

HRO Today conducted a study among those directly involved with selecting background providers for their organizations across the United States. The study’s 100 respondents were screened to make sure they had a role with background screening service providers in their organization. Respondents were selected from HRO Today’s magazine subscribers, e-newsletter subscribers, and association membership.

The exclusive report is available for download by clicking here. For more information about SharedXpertise, visit www.hrotoday.com, or contact publisher Bill MacRae, at bill.macrae@sharedxpertise.com.

About CSS (Comprehensive Screening Solutions) For over 18 years, CSS Inc. has been a leader in providing comprehensive screening solutions to companies on a global scale. Our 360 Advantage approach streamlines background screening, testing products and solutions, administrative services, and monitoring solutions to provide a “one stop shop” – all while protecting your most valued asset: YOUR EMPLOYEES. Our comprehensive services are designed with the customer in mind, to help alleviate time-consuming tasks and increase overall productivity. Access to industry-best researchers and a speed-to-hire focus allow CSS to acquire robust data quickly and efficiently to produce fast, accurate results. Partnering with CSS is the first step to outperform your competition and to create true value for your organization. For more information, visit csscheck360.com.

About SharedXpertise SharedXpertise is the leader in providing media, events and associations that develop professional practices in the areas of human resources and financial management. Its media offerings include print and online publications, it provides leading conferences named the HRO Today forums, and it offers association membership programs. SharedXpertise serves strategy-level corporate executives in the North America, EMEA and APAC regions.

Media Contact: Bill MacRae bill.macrae@sharedxpertise.com

# # #

]]>http://www.hrvendornews.com/?feed=rss2&p=71480ENGAGE Talent Announces Key Customer Wins and Releases Major New Enhancements to Predictive Recruiting Softwarehttp://www.hrvendornews.com/?p=7147
http://www.hrvendornews.com/?p=7147#commentsTue, 25 Jul 2017 10:30:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7147CHARLESTON, S.C., July 25, 2017–ENGAGE Talent, a predictive recruiting software company that helps companies identify and engage passive candidates, has released major new enhancements to its software and added a host of new customers.

The new version of ENGAGE includes: - Integration with more than 100 CRM and ATS systems, including Bullhorn, Salesforce, Microsoft Dynamics, Workable and Pipedrive - Next generation of artificial intelligence for identifying candidates who are likely to engage in new job discussions - Improved identification and targeting of talent pools - Advanced candidate and company mining capabilities - Aggregation of new types of data on candidates and competitive intelligence on companies

Derek Zeller, senior recruiting lead for ComScore, said the enhanced artificial intelligence capabilities make a noticeable impact on the technology. “ENGAGE’s upgraded AI algorithms greatly improve the chances of focusing on candidates who are likely to engage with recruiters,” he said. “I have been using the product since its first release, and it’s clear that the rapid and continued innovation is outpacing the industry.”

The new customers include Allstate, Dell, Harris Health System, Accenture, Hudson RPO, as well as other Fortune companies and recruiting and executive search firms.

“We are on a journey to solve a relatively difficult data and artificial intelligence challenge: predicting people’s job security and likelihood to change jobs based on publicly available information about them, their companies, and their industries,” said Joseph Hanna, CEO of ENGAGE Talent. “The new version is another major advancement in the product and the science behind it. And the new customers serve as validation that not only are we continuing to progress on our journey, but also that the journey is worth taking.”

About ENGAGE Talent

ENGAGE enables active recruiters to efficiently source from a live stream of 100 million passive candidates or enrich their own CRM and ATS candidates with predictive, AI based insights. ENGAGE continuously monitors your candidates and alerts you with predictive availability signals when a candidate is likely ready for a new opportunity. ENGAGE has been recognized by Gartner as a 2016 Cool Vendor and as a “Must-Demo” by Sourcecon. To learn more, visit http://www.EngageTalent.com/ and follow ENGAGE on Twitter @Engage_Talent.

Costs associated with hiring someone new are a given. Imagine though, that you hired a new employee and after 6 months of paying this person’s salary, taxes, and investing yours and other employees’ time and money into this new hire, they quit, underperform or otherwise don’t work out. All that investment quickly becomes wasted costs. Poof, gone! Like throwing your money out the window just to watch it blow away.

Check out The Hire Talent’s new Cost of Hiring Guide to determine what your potential costs look like when considering adding to your team! Let us know how you like the tool and feel free to contact us if you’d like to discuss!

The IAOP recognizes companies with Super Star status if they are consecutively listed on the Global Outsourcing list for five or more years. This is the sixth consecutive year that KellyOCG has been named to the list. Stars are awarded to companies with a score of five or more (on a scale of 0-8) for each of the five major judging categories: 1. Size and Growth 2. Customer References 3. Delivery Excellence 4. Programs for Innovation 5. Corporate Social Responsibility

Judging is based on a rigorous scoring methodology that includes an independent review by IAOP customer members with extensive experience in selecting outsourcing service providers and advisors for their organizations.

Everest Group KellyOCG was named to the Everest Group BPS Top 50, a global list of the largest third-party providers based on BPS revenues. The list is determined based on multiple sources of information and analysis, including: – Listed companies reported BPS revenues – Bottom-up revenue build leveraging Everest Group’s proprietary BPS databases

“KellyOCG is thrilled to receive these industry recognitions, as they confirm the outsized value we deliver to our clients as we help them navigate today’s talent landscape and prepare for the future of work,” said Teresa Carroll, president of Global Talent Solutions for Kelly Services. “Technology and automation continue to disrupt business strategies and talent planning, and these awards reflect KellyOCG’s passion for driving successful client outcomes through insightful analytics, agile workforce planning, and trusted consulting solutions.”

About KellyOCG Kelly Outsourcing and Consulting Group (KellyOCG(R)) is the leading global advisor of talent supply chain strategies that enable companies to achieve their business goals by aligning talent strategy to business strategy across all internal and external worker categories. Core solutions include Advisory Services, CWO, RPO, Managed Services (BPS), and Career Transition.

]]>http://www.hrvendornews.com/?feed=rss2&p=71460Berkshire Associates’ Director of Regulatory Affairs to Deliver Three Dynamic Conference Presentations At The 2017 ILG National Conference In San Antoniohttp://www.hrvendornews.com/?p=7133
http://www.hrvendornews.com/?p=7133#commentsMon, 24 Jul 2017 11:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7133Columbia, MD– Berkshire announces today that Lynn Clements Director of Regulatory Affairs at Berkshire Associates, will collaborate with industry experts to discuss the latest issues concerning the federal contractor community on August 2 and 3 during the 2017 ILG National Conference in San Antonio, Texas. Lynn’s workshop sessions include:

– The Compensation Interview: “Oh I didn’t mean to say that” and Other SALSA Dance Moves to Try: In this interactive presentation, Lynn will present with Tim Orellano of The Human Resources Team. The two will discuss the dos and don’ts for answering the OFCCP’s interview questions, and practical strategies that will allow companies to successfully explain and defend their pay practices to the government through role playing. This workshop takes place Wednesday, August 2 from 9:30 a.m. – 10:45 a.m..

– What Would You Do? Play Along as We Address Applicant Issues: Inspired by the popular television series, “What Would You Do?”, Lynn will collaborate with Beth Ronnenburg, SPHR, SHRM-SCP, Berkshire’s President, to present on important issues related to applicant tracking and recruitment Attendees will participate in an interactive presentation where they will review several scenarios related to applicant data and vote on how they would personally handle the situation. Results will be tabulated and displayed to the group, and potential solutions for each scenario will be discussed as well as the pros and cons of each approach and any compliance and audit repercussions. This workshop takes place on Thursday, August 3 from 9:30 a.m. – 10:30 a.m.

– The Gig Economy: The Increasing Use of Contingent or Temporary Workers and What It Means for OFCCP Compliance: On Thursday, August 3 session, Lynn will collaborate with Michelle Duncan of Jackson Lewis. Together they will address the increasing use of alternative employment relationships such as freelance, contingent, on-call, and temporary workers–otherwise known as the “gig” economy. Participants will gain insight into how these alternative employment relationships are being met by OFCCP and will learn pragmatic strategies that will allow employers to stay on the cutting edge of this issue. This workshop takes place on Thursday, August 3 from 2:15 p.m. – 3:30 a.m.

About Lynn Clements:Lynn Clements, Esq. is Director of Regulatory Affairs at Berkshire Associates Inc. where she oversees all Office of Federal Contract Compliance Programs (OFCCP) compliance audits on behalf of Berkshire clients, and serves as a strategic advisor regarding statutory, regulatory, and legal developments in the areas of EEO and affirmative action. A former official at EEOC and OFCCP, Lynn is a frequent speaker and has testified before Congress on AA/EEO and equal pay issues.

About Berkshire Associates:Berkshire Associates is a human resource consulting and technology firm, specializing in helping companies build the ideal, balanced workforce. As an industry leader, Berkshire provides the latest tools and services for affirmative action, applicant management, compensation management, workforce planning, diversity, and professional training. For over 30 years, Berkshire has serviced the nation’s most recognizable companies; and as a result, has mastered providing clients with cost-effective solutions to everyday human resource challenges.

About ILG The National Industry Liaison Group (NILG) is a non-profit organization formed in 1992 for the main purposes of improving communications between the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) and Industry Liaison Groups (ILGs); and, enhancing the quality and overall effectiveness of Industry Liaison Groups. The NILG Board supports approximately 61 Industry Liaison Groups (ILGs), which are comprised of small, mid-size and large federal contractors and subcontractors across the country. Local ILGs are in every Department of Labor (DOL) region. No other employer association has a broader base of constituents focused on EO/AA matters. Since its beginning, the National Industry Liaison Group has continued to improve and enhance its structure, purpose, and membership; and has evolved to address new challenges and opportunities.

###

]]>http://www.hrvendornews.com/?feed=rss2&p=71330Beth Ronnenburg, President of Berkshire Associates, To Present Two Expert Sessions at the 2017 ILG National Conference in San Antoniohttp://www.hrvendornews.com/?p=7132
http://www.hrvendornews.com/?p=7132#commentsMon, 24 Jul 2017 11:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7132Columbia, MD– Berkshire Announces today that Beth Ronnenburg, SPHR, SHRM-SCP, President of Berkshire Associates, will present during two separate sessions at the upcoming 2017 ILG National Conference in San Antonio, Texas. As a National ILG Board member, Beth brings over 20 years of HR and management expertise to the federal contractor community and is committed to sharing her knowledge with fellow ILG members. Her two presentations during this year’s conference are:

– Strengthening Your Local ILG: During this session, Beth will share tips on establishing bylaws, recruiting members, and planning successful and informative meetings to help participants strengthen their local ILG chapter. This workshop takes place on Thursday, August 3 from 7:15 a.m. – 8:00 a.m.

– What Would You Do? Play Along as We Address Applicant Issues: Inspired by the popular television series, “What Would You Do?”, Beth will collaborate with Lynn Clements, Berkshire’s Director of Regulatory Affairs, to present on important issues related to applicant tracking and recruitment. Attendees will participate in an interactive presentation with Beth and Lynn where they will review several scenarios related to applicant data and vote on how they would personally handle the situation. Results will be tabulated and displayed to the group, and potential solutions for each scenario will be discussed as well as the pros and cons of each approach and any compliance and audit repercussions. This workshop takes place on Thursday, August 3 from 9:30 a.m. – 10:30 a.m.

About Beth Ronnenburg: Beth Ronnenburg, SPHR, SHRM-SCP, is the President of Berkshire Associates Inc., and oversees all business interests and operations, including consulting, product development, marketing, and sales to ensure the delivery of high-caliber solutions to clients. With over 20 years of experience in the human resources field, Beth is a recognized industry compliance expert. She continues to help this nation’s top law firms and Fortune 500 companies navigate through the complex regulatory requirements of OFCCP.

About Berkshire AssociatesBerkshire Associates is a human resource consulting and technology firm, specializing in helping companies build the ideal, balanced workforce. As an industry leader, Berkshire provides the latest tools and services for affirmative action, applicant management, compensation management, workforce planning, diversity, and professional training. For over 30 years, Berkshire has serviced the nation’s most recognizable companies; and as a result, has mastered providing clients with cost-effective solutions to everyday human resource challenges.

About ILGThe National Industry Liaison Group (NILG) is a non-profit organization formed in 1992 for the main purposes of improving communications between the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) and Industry Liaison Groups (ILGs); and, enhancing the quality and overall effectiveness of Industry Liaison Groups. The NILG Board supports approximately 61 Industry Liaison Groups (ILGs), which are comprised of small, mid-size and large federal contractors and subcontractors across the country. Local ILGs are in every Department of Labor (DOL) region. No other employer association has a broader base of constituents focused on EO/AA matters. Since its beginning, the National Industry Liaison Group has continued to improve and enhance its structure, purpose, and membership; and has evolved to address new challenges and opportunities.

]]>http://www.hrvendornews.com/?feed=rss2&p=713202017 BenchmarkPro Results Now Available: Pay Increases Stagnant, Turnover on the Risehttp://www.hrvendornews.com/?p=7143
http://www.hrvendornews.com/?p=7143#commentsFri, 21 Jul 2017 17:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7143Kansas City, Kan. – With 2017 pay increase budgets stagnant at 2.8 percent, employers are experiencing a rise in voluntary turnover among their staff. With the average voluntary turnover rate reported as 13.5 percent compared to 10.4 percent five years ago, employers must rethink their strategies in recruiting and retaining an engaged workforce in today’s market.

This data comes from the recently published 2017 BenchmarkPro pay and benefits survey results. The survey covers more than 550 general industry titles ranging from entry-level to top executives. In addition to salary data, BenchmarkPro contains comprehensive pay practices and benefits information. This year’s results feature data collected from nearly 30,000 employers across the country.

On the importance of the 2017 compensation data results, Compdata Vice President Amy Kaminski explains, “As turnover rates continue to rise, it is important that employers not only identify the turnover trends within their organizations, but also understand and address the underlying causes. Ensuring your pay and benefits programs are up-to-date and competitive is critical in creating a culture of engagement and loyalty. With the help of the cross-industry data reported in the survey, employers can take a closer look into local, regional and national trends and be proactive in developing a strategic compensation plan.”

The BenchmarkPro database is a comprehensive collection of employer-reported pay and benefits data. Accessible online, users can filter pay data by industry classification, revenue, employee size, profit status, local geographic area, and other breakouts important to their organizations’ unique needs.

Find out how employers are handling critical items, such as pay increases, employee incentives and cost containment. Learn about current turnover trends and recruiting practices.

BenchmarkPro is available for the following regions: Midwest, Northeast, South Central, Southeast and West. It is also available as a National Suite, giving employers the opportunity to build a customized package of compensation resources to best meet their needs.

About Compdata Surveys Since 1988, Compdata Surveys & Consulting has provided HR professionals with the compensation tools they need to stay competitive. With an extensive pay and benefits database and experienced compensation consultants, we are a full-service firm providing innovative solutions to complex compensation challenges. Thousands of organizations provide data in each of our 12 industry-specific surveys every year, ensuring the reliability of our results. For more information about the compensation and benefits surveys, contact Kristen Fanning at (800) 300-9570. ###

]]>http://www.hrvendornews.com/?feed=rss2&p=71430APS Partners with Intacct to Provide First Native Financial Management Integrationhttp://www.hrvendornews.com/?p=7144
http://www.hrvendornews.com/?p=7144#commentsFri, 21 Jul 2017 14:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7144APS, a leader in cloud-based workforce management solutions and payroll tax compliance services, announced today a new partnership with Intacct, the innovation and customer satisfaction leader in cloud ERP software. This partnership is the first native financial management integration for APS and provides joint customers with a seamless connection between their core financial management system and their HR and payroll applications.

APS clients and partners can now utilize bidirectional syncing with the Intacct cloud ERP system for a unified, seamless payroll and financial management experience. The integration simplifies bank reconciliation and expands visibility into financial trends and metrics.

Key features and benefits of the integrated solution include: – Real-time visibility into financial and payroll data anywhere, anytime. – Real-time access to customized, accurate reporting of integrated financial, HR, and payroll data. – Easy integration with other internal applications such as Retirement and Point-of-Sale. – Automated business workflows to eliminate the possibility of transposition errors without any costly programming and upkeep required. – Complete online document management capabilities to eliminate paper copies and file folders. – One central source for all employee data for better control and less manual work.

“As a company whose focus is on creating the best user experience, forming a partnership and building an integration between APS OnLine and Intacct was a sure-fire formula for success,” said Stacey Palazzo, Channel Partner Manager at APS. “This is just one step towards our goal of simplifying the lives we touch, as it’s more important than ever to be the proactive support network our clients deserve.”

“In the world of cloud-based systems, there is no need to purchase a cumbersome suite of mediocre solutions from a single vendor just to gain the benefit of integration between applications. Companies should choose the best-in-class solutions that best fit their business needs,” said Marc Linden, CFO and head of Business Development at Intacct. “Intacct works closely with a wide range of business partners, such as APS, who have pre-integrated their software with our cloud ERP system. This provides companies with increased choice for their business software and removes the burden of integrating systems. This new integration between APS and Intacct will provide our joint customers with a wide range of benefits to streamline processes and gain better visibility into their business.”

About Intacct Intacct is the innovation and customer satisfaction leader in cloud ERP software. Bringing cloud computing to finance and accounting, Intacct’s innovative and award-winning applications are the preferred financial applications for AICPA business solutions. In use by organizations from startups to public companies, Intacct is designed to improve company performance and make finance more productive. The Intacct system includes applications for accounting, cash management, purchasing, vendor management, financial consolidation, revenue recognition, subscription billing, contract management, project accounting, fund accounting, inventory management, and financial reporting, all delivered over the Internet via cloud computing.

Intacct is headquartered in San Jose, California. For more information, please visit www.intacct.com or call 877-437-7765. # # #

Intacct and the Intacct logo are trademarks of Intacct Corporation. All other company and product names mentioned herein may be trademarks of their respective owners.

]]>http://www.hrvendornews.com/?feed=rss2&p=71440InfoMart’s Verified Watch List Protects Against Unverified Sanctions Searcheshttp://www.hrvendornews.com/?p=7145
http://www.hrvendornews.com/?p=7145#commentsFri, 21 Jul 2017 12:00:00 +0000HR Vendor Newshttp://www.hrvendornews.com/?p=7145Atlanta, GA – July 21, 2017 – InfoMart, a leading provider of global background and identity screening, has replaced industry-standard sanctions searches with Verified Watch List, an alternative to basic terror watch list searches that is compliant with the Fair Credit Reporting Act (FCRA). The company, which is accredited by the National Association of Professional Background Screeners (NAPBS), designed Verified Watch List to remedy the industry-wide problem of consumer reporting agencies not verifying identifiers when reporting a match to terror watch lists. Only verified searches can be used in hiring decisions.

Unlike all other database searches, Verified Watch List coordinates with sources such as the DEA, FBI, OFAC, OIG, and Interpol to obtain personal identifiers on returned hits, authenticating that the results belong to the applicant or employee. InfoMart runs the candidate’s name against 50+ vetted U.S. and global sanctions databases, and then in-house analysts verify at least two identifiers before reporting the match to the client. This extra layer of due diligence makes Verified Watch List compliant with the stringent regulations outlined by the FCRA, thus securing its place as the most trusted sanctions search currently on the market that employers can use in hiring decisions.

Prior to InfoMart introducing Verified Watch List, the standard within the screening industry relied on raw database searches, which provide name-match-only results and expose companies to potential lawsuits due to inaccurate reporting. “We wanted to guarantee that our customers and their employees benefit from the most trusted, verified sanctions searches,” says Tammy Cohen, Founder and Chief Visionary Officer of InfoMart. “In addition to genuinely caring about accuracy, we’re supremely focused on compliance, so we modify and design our practices to keep ahead of changing government regulations. Our experts recognized the inadequacies of database searches for watch list screening, which directly resulted in the development of this product.”

InfoMart has regularly proven their dedication to compliance. This year, they certified their entire team under the FCRA, so the people who have direct contact with individual consumer reports are equipped with the nuances of compliance regulations. To further prevent erroneous reporting, InfoMart launched ASAP ID, a product that verifies an applicant’s government-issued ID then biometrically matches it to a selfie the candidate takes with their own smartphone. InfoMart will continue leading the industry in the establishment of innovative and compliant processes that modernize talent onboarding.

About InfoMart InfoMart has been revolutionizing the global background and identity screening industry for over 27 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the National Association of Professional Background Screeners, and they have achieved NAPBS accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 40 industry awards. To Get the Whole Story on InfoMart, please visit www.infomart-usa.com, follow @InfoMartUSA, or call (770) 984-2727.

Philadelphia, PA – July 20, 2017 – HRO Today announced that it has released its Worker Confidence Index Study for the first quarter of 2017.

The Worker Confidence Index (WCI) – one of the key measurements covered in this study – increased for a fifth consecutive quarter to set a new level. The index rose 3.1 points to 107.6 for the first quarter of 2017, which is 10.9 points higher than one year ago.

In addition, two out of the four components of the WCI – likelihood of promotion and raise – rose by more than nine points, while job stability and trust in leadership slightly declined.

“While these results could be considered encouraging, there are areas for improvement,” said Larry Basinait, Vice President of Market Research, SharedXpertise. “For instance, there is a noticeable paradox happening. Many of those feeling secure about their jobs are flourishing, and at the same time a growing number aren’t confident they wouldn’t lose their job. The state of the economy overall also remains a concern.”

“It should be comforting for business leaders to see that their employees are feeling confident in the workplace,” said Andy Roane, Vice President of Recruitment Process Outsourcing, Yoh. “However, this sets up additional challenges for companies looking for talent during a time of relatively low unemployment. Happy, content workers are harder to recruit away from their current employer. In order to retain and recruit the best employees, they must take a proactive approach to crafting a work experience, start to finish, that’s tailored to the demands of today’s workers.”

Study Background

In the Third Quarter of 2014, HRO Today magazine and Yoh Recruitment Process Outsourcing joined together and launched an index to measure employment security. There was a need for a new index, as existing indices examined attitudes about the economy – such as the Consumer Con-fidence Index, Gallup’s Economic Confidence Index, the Bureau of Labor Statistics’ Job Openings and Labor Turnover Survey (JOLTS) or United States Consumer Sentiment – but these measures focused more on macro metrics. They had much less emphasis on attitudinal measures of those employed.

The focus of the Worker Confidence Index Study is measuring perceived employment security. According to the U.S Bureau of Economic Analysis, more than 70% of what the U.S. produces is for personal consumption. Since the perception of job security greatly impacts purchasing behavior, there is a need to focus on how individuals perceive their job outlook.

The exclusive report is available for download by clicking here. For more information about SharedXpertise, visit www.hrotoday.com [www.hrotoday.com], or contact publisher Bill MacRae, at bill.macrae@sharedxpertise.com.

About SharedXpertise SharedXpertise is the leader in providing media, events and associations that develop professional practices in the areas of corporate responsibility, human resources and financial management. Its media offerings include print and online publications, it provides leading conferences named the HRO Today Forums, and it offers association membership programs. SharedXpertise serves strategy-level corporate executives in the North America, EMEA and APAC regions.

This annual comprehensive and independent examination ensures that ESR meets the current high standards set by the American Institute of Certified Public Accountants (AICPA) to protect customer and third-party information. NDB Accountants & Consultants LLP (NDB), a nationally recognized Certified Public Accounting (CPA) firm specializing in regulatory compliance and consulting services, performed the examination and issued the SOC 2 report.

The SOC 2 Type 2 audit was conducted using stringent criteria established by the AICPA. These internationally recognized standards address technological advances and associated risks including cloud services not covered in the now retired SAS 70 standards. The principles and criteria used in ESR’s SOC 2 audit were developed by the AICPA and the Canadian Institute of Chartered Accountants (CICA) for use by practitioners in trust services engagements: * Security: The system is protected against unauthorized access (both physical and logical). * Confidentiality: Information designated as confidential is protected as committed or agreed. * Privacy: Personal information is collected, used, retained, disclosed, and destroyed in conformity with the commitments in the entity’s privacy notice and with criteria set forth in Generally Accepted Privacy Principles (GAPP) issued by the AICPA and CICA.

“We are pleased that our annual SOC 2 Type 2 report once again shows ESR has appropriate controls in place to secure and protect our systems and databases,” said Brad Landin, ESR’s president. “ESR undergoes SOC 2 Type 2 audits to demonstrate our competency in protecting the personally identifiable information of our clients and their employees from unauthorized access and use. ESR is committed to protecting all information used in our background checks.”

The SOC 2 Type 2 report is becoming increasingly important to ESR’s existing and potential customers seeking assurance about the effectiveness of controls related to the privacy, security, and confidentiality of consumer information used to process background checks. Financial institutions require it, and publicly traded larger private companies are frequently asking for a SOC 2 report before selecting an outsourced service organization like ESR.

Employment Screening Resources(R) (ESR) is accredited by the National Association of Professional Background Screeners (NAPBS) and completes annual SOC 2 audits, a distinction held by a small percentage of screening firms. Current and prospective customers wanting more information about ESR’s SOC 2 Type 2 report may email info@esrcheck.com. Additional information about SOC 2 is available at www.esrcheck.com/SOC-2/.

The survey results revealed that the two most popular forms of employee recognition are Above & Beyond Performance and Service Awards. Additionally, respondents reported that organizations should focus more on tying recognition into onboarding initiatives and on overall recognition program measurement.

Service and Daily Achievements

Mirroring last year’s survey results, Above & Beyond Performance and Service Awards are the most effective methods of recognition, garnering 38 percent and 21 percent of votes, respectively. In addition, more than half (52 percent) of respondents indicated they currently have a comprehensive recognition program with three to five initiatives in place.

“Service awards have always been the cornerstone to any recognition program,” said Cord Himelstein, vice president of marketing and communications of Michael C. Fina Recognition. “However, as the recognition space grows, we’re seeing achievement-based programs like Above & Beyond becoming more and more essential.”

Connecting Onboarding with Recognition Programs

Although 73 percent of respondents said they plan to make changes to their recognition program over the next year, 67 percent said they do not integrate employee recognition with onboarding activities. Dealing with limited budgets and/or resources was the number one challenge for HR professionals, according to nearly half of those surveyed (49 percent).

“Even with limited resources, organizations that build engagement at the beginning of an employee’s tenure are more likely to have better long-term retention rates,” said Himelstein.

Boosting Recognition Program Measurement

Nearly four out of 10 survey respondents said they use employee surveys to measure their programs but a near-equal amount said they do not measure the success of their recognition programs at all. This aligns with other industry research, as a recent WorldatWork study reported only 5 percent of recognition programs are measured for ROI.

“Measurement is an essential component of successful recognition. It is very hard to improve what you can’t measure,” added Himelstein.

For more detail, please visit www.mcfrecognition.com.

### About Michael C. Fina Recognition In today’s technology-driven multi-generational workforce, meaningful employee recognition is more crucial than ever in building employee engagement and driving business success. Michael C. Fina Recognition, a HALO Company, helps organizations worldwide deliver recognition, rewards, and incentive programs built from a passion and enthusiasm for serving our clients and a nearly 50-year history of service. We deliver scalable solutions that are based on each client’s needs, built on personal relationships, and driven by a deep understanding of each company’s unique culture. Every day, Michael C. Fina Recognition helps organizations increase employee loyalty and deliver positive business outcomes — one memorable experience at a time.

Causecast, the leading workplace giving and volunteering solution provider for innovative, purpose-minded companies, will host a virtual Town Hall focused on the future of workplace giving and volunteering technology, continuing the organization’s longstanding commitment to providing transformative thought leadership in the field of corporate social responsibility (CSR).

CSR leaders are invited to join the session entitled, https://www.causecast.com/whats-hot-workplace-giving-technology-town-hall?utm_campaign=Town Hall – Product Updates%3A August 2017 webinar&utm_source=hr-marketer&utm_medium=press-release [What's Hot -- And What's NOT -- in Workplace Giving Technology: A Town Hall With Causecast]. 45-minute live virtual session on Thursday, August 3 from 11:00-11:45 am PST.

Attendees will learn about key current trends in innovative workplace giving technology, and have the opportunity to ask questions and get advice on some of their most pressing technology challenges.

Companies by and large are still struggling to leverage the full benefits of employee volunteering. Only 38 percent of employees surveyed by Deloitte think that their company provides access to employee volunteer programs, with 69 percent saying they’re not volunteering as much as they would like to, and two-thirds stating that they cannot dedicate time during the day to volunteering.

“We see continued stagnation in the corporate landscape when it comes to employee activation and participation in causes, and a general tolerance for ineffective technology that forces leaders to accept the “status quo” when it comes to their results. In order to truly move the needle on their awareness and engagement statistics, companies must actively rethink their current workplace giving and volunteering technology infrastructure and get creative, embracing more forward-looking technology solutions,” says Laura Plato, President & COO of Causecast. “What we see, when companies do this, is a dramatic uptick in employee engagement and community impact — and it’s happening within weeks, not years.”

Plato will lead the August 3 Town Hall, where leaders will learn:

- What’s happening in technology today that promises to make it easier to do more good and seamlessly give to more causes than ever before - Fun ideas for managing volunteers, shift schedules, and pre- and post-event logistics that dramatically improve program communications - Advancements in reporting and events management that can save program managers up to 1.5 days a week in administrative time - New ways of thinking about systems that are making it possible for small businesses to take advantage of workplace giving and volunteering

New research by Deloitte shows that nearly 9 out of 10 working Americans believe that companies that sponsor volunteer activities offer a better overall working environment than those that do not, and 77 percent say that volunteering is essential to employee well-being. A separate study by Project ROI showed that a well-designed corporate social responsibility program can increase employee engagement up to 7.5%, increase employee productivity by 13%, reduce employee turnover by 50%, and increase revenue by as much as 20%.

“I look forward to a powerful dialogue with our Town Hall attendees. Insights from our customers, colleagues and nonprofit partners are the most powerful force for change in the CSR industry, and it’s only through continuous dialogue and working together side-by-side that we can smash the limits our programs have traditionally experienced and move into a place where every employee feels inspired, motivated and purpose-filled at work,” said Plato.

Interested leaders can register https://www.causecast.com/whats-hot-workplace-giving-technology-town-hall?utm_campaign=Town Hall – Product Updates%3A August 2017 webinar&utm_source=hr-marketer&utm_medium=press-release [here] for What’s Hot — And What’s NOT — in Workplace Giving Technology: A Town Hall With Causecast, a 45-minute live virtual session on Thursday, August 3 from 11:00-11:45 am PST.

About Causecast:Causecast powers the world’s most innovative workplace giving, volunteering and social impact programs. Combining fun, smart, easy-to-use technology solutions with unparalleled customer service, we help leading brands attract, retain and inspire employees and customers, while driving change through meaningful cause engagement. Causecast offers a simple, streamlined experience that helps companies maximize their community investments sooner: our clients get up and running faster, save time on administrative tasks, and realize significant gains in employee participation rates over other methodologies. Their award-winning technology continues to gain recognition, including both the Causecast Community Impact Platform and Causecast Impact AI Analytics platforms having been listed as an “HR Technology to Watch” in 2016 and 2017.

Compdata Vice President Amy Kaminski explains how the colleges and universities data report can be a major asset to the compensation planning process, “In today’s challenging workforce environment, HR professionals are continuously seeking innovative solutions to overcome issues facing their organizations. Well-thought-out initiatives can help retain employees and improve employee satisfaction. Containing a vast amount of information, this report will be a go-to resource when creating strategic solutions for future success.”

Find out how colleges and universities are handling critical items, such as pay increases, employee incentives and cost containment. Learn about current turnover trends and recruiting practices in higher education. The survey covers more than 1,050 total job titles across campus, including faculty, higher education and general staff positions.

Compensation Data Colleges & Universities is available for the following regions: Midwest, Northeast, South Central, Southeast and West. It is also available as a National Suite, giving higher ed organizations the opportunity to build a customized package of compensation resources to best meet their needs.

About Compdata Surveys Since 1988, Compdata Surveys & Consulting has provided HR professionals with the compensation tools they need to stay competitive. With an extensive pay and benefits database and experienced compensation consultants, we are a full-service firm providing innovative solutions to complex compensation challenges. Thousands of organizations provide data in our industry-specific surveys every year, ensuring the reliability of the results. For more information about Compdata’s compensation and benefits surveys, contact Kristen Fanning at (800) 300-9570. ###

Global Information Source, an Atlanta-based company, provides employers with a customized solution for screening candidates. GIS has built a reputation for providing expert-level customer service beyond that of other firms. Their established expertise in background screening and compliance, in addition to their client-customized technique, fits perfectly with InfoMart’s customer- and applicant-centric approach. The acquisition escalates the strategic growth of InfoMart in terms of customer base and capabilities.

“InfoMart continues to lead the background screening industry with our innovative, one-of-a-kind service offerings. Adding GIS will ensure that we are providing the highest level of customer service as we continue our drive to disrupt the status quo for the seamless screening of candidates,” says Tammy Cohen, InfoMart’s Founder and Chief Visionary Officer. “We are thrilled that GIS is joining us and shares our passion for the best applicant and customer onboarding experience.”

Tracy Shatus, GIS’s Principal Officer, commented: “By teaming up with InfoMart, a leader in the global background screening industry, GIS will continue to provide superior service to our customers by introducing InfoMart’s innovative technology and unique product offerings to our clients. We are pleased to combine our strengths to meet the demands of our customers and the global marketplace.”

Global Information Source joins InfoMart during a year of product launches and continued growth in the global market. Late in 2016, InfoMart was first-to-market with an applicant friendly biometric identity verification application, ASAP ID, which authenticates a candidate’s identity via a selfie taken from their own smartphone anywhere in the world, effectively improving the expedience, convenience, and accuracy of the overall background screening process. Earlier this year, the company launched Verified Watch List, the only sanctions search currently available that can be legally used in FCRA hiring decisions. InfoMart also introduced the leading compliance, rules-based global background screening platform, enabling customers to fulfill background checks quickly and with trust anywhere in the world. They were named to Security Magazine’s Security 500 for the eighth consecutive year, and HR Tech Outlook recognized them as a “Top 10 Recruitment Software Solution Provider of 2017.”

About InfoMart InfoMart has been revolutionizing the global background and identity screening industry for over 27 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the National Association of Professional Background Screeners, and they have achieved NAPBS accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 40 industry awards. To Get the Whole Story on InfoMart, please visit www.infomart-usa.com, follow @InfoMartUSA, or call (770) 984-2727.